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HRD System

The document discusses human resource development (HRD) systems and the principles for designing integrated HRD systems. It states that HRD subsystems are meant to work together as an integrated system, though some organizations may only have certain individual subsystems. When subsystems are integrated, they provide synergistic benefits by feeding into each other, like performance appraisals informing training needs. It also notes that while basic principles of HRD system design remain the same, the specific components and processes may differ between organizations depending on their culture and existing practices.

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Mahabir Singh
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225 views

HRD System

The document discusses human resource development (HRD) systems and the principles for designing integrated HRD systems. It states that HRD subsystems are meant to work together as an integrated system, though some organizations may only have certain individual subsystems. When subsystems are integrated, they provide synergistic benefits by feeding into each other, like performance appraisals informing training needs. It also notes that while basic principles of HRD system design remain the same, the specific components and processes may differ between organizations depending on their culture and existing practices.

Uploaded by

Mahabir Singh
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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HRD SYSTEM

The HRD subsystems or mechanism discussed so far should be thought of in isolation. They are designed to work together in an integrated system although any of them may exist in an organization that does not have an overall HRD plan. In isolation, these mechanisms do not afford the synergistic benefits of integrated subsystems. For example, outcomes of performances appraisals provide inputs for training needs, assessments, rewards, career planning, and feedback and performance coaching.

PRINCIPLES IN DESIGNING HRD SYSTEMS

Of course, HRD systems must be designed differently for different organizations. Although the basic principles may remain the same, the specific components, their relationships, the processes involved in each, the phasing, and so on, may differ from organization to organization.

Designing integrated HRD systems requires a thorough understanding of the principles and models of human resources development and a diagnosis of the organization culture, existing HRD practices in the organization, employee perceptions of these practices, and the developmental climate within the organization. There are some principles related to focus, structure, and functioning should be considered when designing integrated HRD systems, we will discuss on each principles in our next post.

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