Correlates of HRD climate in Indian

Organization

Anupama Dudey
MBA IV

IntroductionHRD Philosophy, The patterns of relationships at work reflect the HRD philosophy. In some
organizations, the practices and philosophy of HRD are perpetuated by the managers who are
encouraged to follow the role model of their seniors. In the process of organizational
socialization, they internalize the values and attitudes of their leaders. The entire process is thus
institutionalized. This is somewhat akin to the kind of "apprenticeship" prevailing in Japanese
organizations to prepare young people for positions of responsibility. Human Resource
Development is the key department of the any business. Human Resource Development is the
main part behind the companys success or failure. Personnel management is that part of
management, which concerned with people at work and with their relationship within an
enterprise he men and women who make up an enterprise and having regard for the well being of
individual & of working groups to working groups to enable them to make their best contribution
to its success.

Meaning of correlates
each of two or more relates or complementary thing .

Meaning of HR+ D+ Climate

HR means employees in organization, who work to increase the profit for organization.
Development, it is acquisition of capabilities that are needed to do the present job, or the future
expected job. After analyzing Human Resource and Development we can simply stated that,
HRD is the process of helping people to acquire competencies.
Climate, this is an overall feeling that is conveyed by the physical layout, the way employees
interact and the way members of the organization conduct themselves with outsiders.
Organizational climate is a set of characteristics of an organization which are referred in the
descriptions employees make of the policies, practices and conditions which exist in the

environment. An organization became dynamic and growth oriented if their people are dynamic
and pro-active. Through proper selection of people and by nurturing their dynamism and other
competencies an organization can make their people dynamic and pro-active. To survive it is
very essential for an organization to adopt the change in the environment and also continuously
prepare their employees to meet the challenges; this will have a positive impact. On the
organization what is needed to Develop Organizational Climate in Organization. Human
resources climate refers to a set of measurable properties of the work Environment, that are
perceived by the people who live and work in it, and that influence their motivation and
behavior. Human resources climate description that have been determined to significantly impact
an organizations profitability and productivity are flexibility, responsibility, standards, rewards,
clarity and team commitment. At individual employee level the concept is human resources
climate which is formed by individual perceptions are often aggregated or collected for analysis
and understanding at the team or group level, or the divisional, functional, or overall
organizational level. As stated above, it is not possible to completely separate the human
resources climate system from overall organizational climate. In the present study, the human
resources climate is considered as part of organizational climate. There are several approaches to
the defining the concept of human resources climate. However there are two related difficulties
in defining the human resources climate. The first difficulty is how to define climate, and second
is how to measure it effectively on different levels of analysis. The success of an organization is
equally determined by the skill and motivation of its members as by any other factor. This fact
that members motivation and skill is most important in success is well-known in the literature
on Management. However recently focused has been changed to the way human resources
practices and activities can be used to ensure organizations successfully meet the challenges. One
of the most important functions of human resources system is to create and develop
organizational

culture

in

which

supervisor-subordinate

relationships,

teamwork,

and

collaboration are some of the features which help and contribute to the professional well being,
motivation, and pride of employees.
human resources climate, there are certain pre-requisites in form of an organizational culture.
Once the organizations are helped to build such human resources culture, it will ultimately helps
in creating a congenial and healthy human resources climate, Pareek (1999) developed an
instrument to measure organizational climate. As mentioned above, organizational culture is the

broader framework under which organizational climate and human resources climate is
developed. If the organization understands the way to build an excellent human resources
culture, the same can be easily translated in human resources climate.

Hrd In Pharmaceutical Sector

Human Resources Management has been considered as very vital aspect,
right from inception, manpower planning, induction, training programme
development & promotion. In every particular area HR Department helps for
increasing the productivity & organizational goals both in long time and short
time in the changing environment either for existence or for stability. For
growth, the contribution of HR department is immeasurable though a
considerable work has been done in this particular area a lot more is to be
done. There is a change of concept from HRM to strategic HRM.

Indian

pharma industry is facing a considerable change in its aims, objectives,

parameters of growth in changing scenario on account of globalization at the
corporate level merger, acquisition phases are taking made abreast, intrinsic
life style, health care and health consciousness and cautions has risen such
an unimaginable heights never before an attempt is made here to focus on
issue of development of HR practices in pharmaceutical industries. While in
the pursuit of this search a reference has been given to the earlier research
in the field to avoid the repetition but some of the points have been thought
in the uncommon and different ways. In the air of globalization, free
economy, disinvestments policy, privatization of public sector & privatization
of health matter on the agenda of central government a versatile thinking &
square approach is made in this particular project. Availability of information
to the public on general, data & information available on net, face to face
interviews with the authorities, formal & informal conversations even at the

grass root level, response to the pre-designed questionnaire has helped in

this research work, though there is an accessibility & proximity to the present
principles, procedures & practices in HRM of every organization. Every
organization has got its unique way of approach coupled with secrecy &
confidentiality, the limitations on accounts of this has a major hurdle in the
work undertaken. The survey carried out is for 12 pharma companies in the
vicinity of Pimpri Chinchwad Industrial Belt as well as Pune District. This is a
representative survey of different companies having different policies &
distinct approaches thus the conclusion inferred after research can be if
immense help to the other organization in the pharma industries for
guidance,

reference & comparison to cost in future their approach to

manpower planning & HRM. Human Resource Development is concerned

with people, dimensions of the organization. The organization objectives can
be best achieved by acquiring human resources, develop them, cast them for
our need & motivate them for still better performance and ensure that they
continue to maintain their involvement, commitment, loyalty to the
organizational. The Human Resource Development basically consists
of three cs i.e. competencies, commitment and culture. During 1980
it was Larsen and Turbo Ltd. who introduced the concept of Human Resource
Development and Practice in Indian Industry. Earlier to that personnel
functions were used traditionally i.e. to look after salary, administration,
absenteeism, new employment and maintenance of industrial relation. The
employee was viewed in terms of laws and procedures laid down by
personnel management but the management realized the importance of
man above money, machine and material. Hence the concept of human
resource development was introduced and gained ground.

Objective
1. To examine the variables affecting the HRD climate in pharmaceutical sectors.

2. To study the variables those are significantly correlated.

3. To examine the various variables which can have bearing on the HRD climate in an
organization?
4. To examine the various variables which need to be improved for better HRD climate in an
organization?
5. Study correlate of HRD write reference to pharmasetical sector.

Importance
The study will help to know that what additional features & what facilities should be to
increase.
The procedure of human resource development in pharmaceutical sector.
It helps in identify reason behind problems.
The importance of project study is that it is helpful to make good knowledge about the
human resource management and human resource development.
It is important to know challenges & prospects in view of future with unique
Emerging out from HR scenario, or to develop strategies, which can turn a threat.
It forms a basis of aligning the organization strengths to the changes in the environment.
It enables the entry of the latest national/international HR developments

Scope of the study

The project report covers the human resource development and variables. For better
understanding various strategies with different situations and actions have been given its also
includes the challenges and prospects for the human resource development in industries India.
Here the researcher collected the recent year data .the study extends the knowledge of human
resource development in India. Here the mainly consider about pharmaceutical industries to
completing the research project report.
To prepare Human Resource Development Climate, Manager and Supervisors responsibilities
are more or we can say that they are the key players. Manager and Supervisors have to help the
employees to develop the competencies in the employees. To help the employees at lower level
they need to updated properly and they need to share their expertise and experience with
employees.

Research Methodology
Research as A systematic investigation, including- research development, testing and evaluation,
designed to develop or contribute to generalizable knowledge. Activities which meet this definition
constitute research for purposes of this policy, whether or not they are conducted or supported under a
program which is considered research for other purposes. For example, some demonstration and service
programs may include research activities

Introduction
According to Cassel, C. & Symon, G., (2004), all research involves data collection and analysis,
whether through observation, reading, measurement, asking question or a combination of these or other
strategies. The collection of the data and for research may, however vary considerably in its
characteristics. In simple words research can be primary or secondary. In primary research the collection
of data is specifically for study at hand. It can be obtained by communicating directly or indirectly with
the subject or directly by the investigator. Qualitative research and quantitative research are included in
the direct communication techniques. For the purpose of this research, a combination of primary and
secondary data has been used; and, under primary, although largely quantitative data was collected, room
for qualitative data was made available whenever thought necessary.

Methods of Collection of Data

Flower (1985) opines the choice of collection of data mode-mail, personal interview, group
administration, or telephone is directly related to the sample frame, research topic, characteristics of
sample and the resources available; it has implication of rates of response, question form, and survey
costs. As mentioned earlier, that there are two main researches which are primary and secondary research

Primary Research
Primary research is conducting original research to obtain a variety of social indicators that can help to
determine the risk of community and protective factors identify community resources, and determine
community readiness for prevention efforts. For instance primary research can involve researching
community laws and surveys to determine norms, gaps, attitudes or social services. Some methods of
conducting primary research are as follows:
Questionnaires

 Experimentation
Observation
Documentary Sources

Secondary Research
Secondary research as data which already exist in some form, having been collected for a different
purpose, perhaps even by a different organization, and which might be useful in solving a current
problem. Although secondary research less expensive than primary research, it is not always accurate,
useful, as specific, custom-made research. There are various sources available to the marketer, and the
following list is by no means conclusive:
Census data
Public records
Business libraries
Trade directories
Trade Associations
Websites
Omnibus surveys
Published company accounts
previously gathered marketing research
Informal contracts
National/ International governments
Professional institutes and organizations
National and local press Industry magazines

Types of Secondary data include:

There are basically two types of research of research methods, qualitative and quantitative.
Silverman (2000) opines that the danger in the title, however, is it seems to assume a fixed preference or
pre-defined evaluation of what is good (i.e. qualitative) and bad (i.e. quantitative) research.

Research Process
The research process is the step-by-step procedure of developing one's research and research
paper. However, one can seldom progress in step-by-step fashion as such. It is often necessary to revise an
initial research plan. The research process involves identifying, locating, assessing, analyzing, and then
developing and expressing your ideas. These are the same skills that will be needed in the post-university
"real world" when you produce reports, proposals, or other research for your employer. All of these
activities will be based on primary and secondary sources from which recommendations or plans are
formulated. There is no fixed number of stages to be followed since it varies from research to research.
At the same time every research process does in reality follow a common trend in its completion. This
includes formulating and clarifying a topic, reviewing the literature, choosing a strategy, collecting the
data, analyzing the data collected and finally writing up.

Research Design
Naresh K. Malhotra (2004) opines that research design is a blueprint or framework for conducting the
research project. It is in simple words, a plan for study that guides the collection and analysis of data. It,
in fact, is the central part of any activity involving any work of research. It serves as a guide to the
investigation methods, the instruments in research used, nature of data with the sampling frame and plan.
One of its key features should be to hold the parts and phases of the enquiry together. It should be
comprehensive in its coverage of the work i.e. it should allow for logic, tight-ness, precision, and
effective use of resources. A research design lays the foundation for conducting the project. A good
research design will ensure that the research plan is conducted efficiently and effectively.

Sampling
Pharmaceutical sectors are chosen for understanding the human resource development benefits and its
factors in Indian industries.

Limitation
The time available to conduct the study is little; it being a wide topic has a limited time.
Limited resources are available to collect the information about the human resource
development.
Pharmaceutical market is so much volatile and it is difficult to forecast anything about it
whether you trade online or offline.
Some of the aspects may not be covered in my study, its gives knowledge about human
resource development small prospects and its challenges.
In a rapidly changing industry, analysis on one day or in one segment can change very
quickly. The environmental changes are vital to be considered in order to assimilate the
findings.
The aggregate figures for various parameters are subject to exclusion or inclusion of various
constituent variables. While sincere efforts are made to ensure the absence of mismatch, the
extent to which this can be done is limited.

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