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    HRD Overview Nisha

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    Nisha_Yadav_6277
    The document discusses human resource development (HRD) in various public systems including government, defense, police, panchayati raj institutions, and voluntary organizations. It outlines the roles of HRD in these sectors, factors affecting HRD policies, basic objectives of HRD, current HRD systems used, and recommendations for improving HRD through integrated approaches, continuous development mechanisms, training institutions, and priority areas.

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    HRD Overview Nisha

    Uploaded by

    Nisha_Yadav_6277
    789 views18 pages
    The document discusses human resource development (HRD) in various public systems including government, defense, police, panchayati raj institutions, and voluntary organizations. It outlines the roles of HRD in these sectors, factors affecting HRD policies, basic objectives of HRD, current HRD systems used, and recommendations for improving HRD through integrated approaches, continuous development mechanisms, training institutions, and priority areas.

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    Hrd Overview Nisha

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    The document discusses human resource development (HRD) in various public systems including government, defense, police, panchayati raj institutions, and voluntary organizations. It outlines the roles of HRD in these sectors, factors affecting HRD policies, basic objectives of HRD, current HRD systems used, and recommendations for improving HRD through integrated approaches, continuous development mechanisms, training institutions, and priority areas.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    789 views18 pages

    HRD Overview Nisha

    Uploaded by

    Nisha_Yadav_6277
    The document discusses human resource development (HRD) in various public systems including government, defense, police, panchayati raj institutions, and voluntary organizations. It outlines the roles of HRD in these sectors, factors affecting HRD policies, basic objectives of HRD, current HRD systems used, and recommendations for improving HRD through integrated approaches, continuous development mechanisms, training institutions, and priority areas.

    Copyright:

    Attribution Non-Commercial (BY-NC)
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    Download as pptx, pdf, or txt
    of 18

    HRD OVERVIEW IN :

    # GOVERNMENT SYSTEMS & PUBLIC


    SYSTEMS
    # DEFENCE
    # POLICE
    # VOLUNTARY ORGANISATIONS
    # PANCHAYATI RAJ INSTITUTIONS
    ROLE OF HRD IN
    GOVERNMENT:
    • DIRECT ROLE
    – Administrative machinery
    – Public sector organizations
    • INDIRECT ROLE
    – Creating environment
    – Policies & practices
    – Non-governmental sectors

    Factors affecting HRD policies
    of government:
    • Red-tapism & bureaucratic delays
    • Government organizations are very
    large & complex systems
    • Diverse in nature
    • Scattered across the country
    • Legacy problems
    • Highly volatile social, political &
    economic environment
    •
    Contd…..

    • Lack of motivation
    • Unstable governments
    • Political diversity
    • Limited financial resources
    • Resistance to change
    BASIC OBJECTIVES OF HRD IN
    GOVERNMENT :
    • To equip the civil servant with
    precision & clarity in transaction of
    business
    • To attune the civil servant to new
    tasks
    • To develop resistance to the danger of
    being mechanized
    • To develop capacity of higher work
    • To develop & maintain staff morale
    • To inculcate right attitude towards the
    public
    • To sustain the human touch
    HRD DEVELOPMENTS IN
    GOVERNMENT SYSTEMS:
    • Need to transform administration from a
    colonial to a development-oriented
    system
    • Emphasis on importance of better
    systems of T&D
    • Management training & concepts brought
    into the training institutions of IAS &
    other public systems such as IT, Postal
    & Police
    • Failures in implementation of plans,
    projects & programmes led to
    formation of HRD Ministry
    • Ministers & secretaries of govt.
    departments deployed to attend
    various training & development
    programmes at reputed management
    CURRENT SYSTEMS OF HRD IN
    GOVERNMENT
    • Training
    • Job rotation
    • Data bank
    • Selection
    • Manpower forecasting
    • Performance appraisal

    NEW APPROACH TO AN INTEGRATED
    HRD SYSTEM IN GOVT.
    ADMINISTRATION
    Some of the important conditions that

    need to be fulfilled:
    • Goals or objectives should be clearly
    stated
    • Activities or tasks exhaustively
    identified and listed
    • Periodical review of the above should
    be done
    • Competency development should be
    done on a regular & continuous
    basis
    •
    MECHANISMS TO ENSURE
    CONTINUOUS HRD
    • Activity or task or role analysis
    • Identification of critical
    attributes
    • Performance appraisal
    • Potential development
    • Training
    • Organization development
    HRD IN DEFENCE SERVICES
     DEFENCE SECTOR:
    • Largest, most differentiated,
    geographically dispersed
    • High degree of unpredictability
    in events
    • Absence of lateral induction of
    personnel at any level of the
    heirarchy
    •
    Institute for Defence
    Management
    Terminal objectives of IDM :

    • Create self awareness in


    participants
    • Improve their knowledge
    • Improve their understanding
    • Improve their decision making
    ability
    • Improve their skills of making
    better use of human resources
    HRD IN POLICE
    ADMINISTRATION
    Indian police system:

    • Conceived in 1861, remodeled in 1902


    • Strengths like: loyalty, dedication, job
    security, espirit de corps
    • Suffers severe weaknesses due to
    political interference, corruption, lack
    of open interaction among members
    • Absence of proper & integrated human
    resources systems – major impediment
    in way of proper functioning of police
    department
    DEPARTMENT OF PERSONNEL FOR
    POLICE FORCES OF CENTRAL & STATE
    GOVERNMENTS
     Recommendations to ensure maximum
    utilization of human resources to help
    attain organizational objectives:
    • Objective recruitment methods based on
    manpower planning & forecasts
    • Induction & training systems to better
    orient policemen
    • Career management
    • Uniform promotion policy
    • Policies & systems for individual &
    collective grievance handling
    • Comprehensive welfare policies
    HRD IN PANCHAYATI RAJ
    INSTITUTIONS
    The roles which panchayati raj was expected

    to fulfill:
    • Encourage participative decision making at
    the micro level
    • Look after day-to-day administration of local
    areas & administering day-to-day
    facilities
    • Formulating micro level plans on basis of
    constraints of development
    • Taking care of local physical infrastructure
    • Working for the awakening of people &
    making them aware of their rights &
    plight
    •
    Reasons for absence of adequate
    attention to human resource
    development in panchayati raj:
    • Leadership in hands of vested
    interests
    • Absence of trained & competent
    people to carry out the tasks of
    administration
    • Absence of proper & adequate
    organizational structures &
    institutional mechanisms to lend
    stability & continuity to the
    panchayati raj institutions
    Major priorities for success of
    panchayati raj institutions form HRD
    point of view:
    • Clarifying purposes & ensuring they reflect in
    pertinent strategies
    • Developing people as change agents & culture
    builders
    • T&D for developing capacities & potential
    • Strengthening panchayati raj & other
    institutions engaged in development
    • Increasing administrative accountability through
    task & role clarity & appropriate monitoring &
    appraisal mechanisms
    • Motivation of functionaries
    • Developing & implementing appropriate reward
    systems
    HRD IN VOLUNTARY
    ORGANIZATIONS
    Voluntary organizations:

    • Autonomous
    • Dynamic
    • Usually small in size
    • Flexible
    • Ideological commitment
    • Empathy for underprivileged sections of
    society
    • Able to take risks & undertake controversial
    activities

    HRD interventions which may
    be useful in voluntary
    organizations:
    • Diagnostic HRD activities, climate surveys
    & culture building or culture changing
    interventions & team development
    • Need for systematic mechanisms of
    performance & potential appraisal & T&D
    • Need for achievement oriented & warm
    interpersonal relations & mutuality
    fostering programs
    • Rewards & recognition for volunteers
    • Programs for development of people with
    right attitudes, values & motivations

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