PRESENTATION ON

EXPLORING THE SYSTEMS AND

SUB-SYSTEMS OF HUMAN
RESOURCE DEVELOPMENT
 OUR TEAM

Hardik Vats Ishita Gill

Anushka Vikram Rahul Kumar

ACKNOWLEDGEMENT
We would like to express our heartfelt gratitude to
Mr. Nitin Rohtagi Sir for his unwavering support and
guidance, which has enabled us to delve into the intricacies
of the Human Resource Development (HRD) system and
its sub-systems.

This wouldn't have been possible without our team efforts

so all your doings are much appreciated

Thank you, Nitin Sir, for your invaluable contribution to our

learning journey.
 INTRODUCTION
HRD is a strategic and integrated approach to developing an
organization's most valuable asset—its people.
It aims to enhance individual and collective performance,
productivity, and effectiveness within an organization.
HRD encompasses training, career development, performance
management, and more.
HRD is crucial for employee growth, talent retention, and
organizational success.
 SECTIONS OF HRD
1 Training and Development 7 Diversity and Inclusion

2 Performance Management 8 HR Metrics and Analytics

Employee Benefits and

3 Career Development 9 Compensation
Talent Acquisition and Compliance and Legal
4 Recruitment 10 Aspects
Employee Engagement
5 and Retention
11 Technology and HRIS

6 Organizational
12 Global HRD
Development
 TRAINING & DEVELOPMENT
Skill Leadership
Enhancement Development
Workshops Programs
On-the-Job Short-term training Structured Off-the-Job
Training sessions focused on programs designed Training
improving specific to nurture
Training is
Learning and skills or competencies. leadership skills
conducted outside
developing skills and qualities
of the workplace,
while performing among employees.
often through
actual job tasks
workshops,
within the
courses, or
workplace.
seminars.
PERFORMANCE MANAGEMENT
 PERFORMANCE MANAGEMENT

01 02 03 04

PERFORMANCE FEEDBACK& GOAL PERFORMANCE

APPRAISALS COACHING SETTING IMPROVEMENT
Formal assessments Providing guidance Establishing clear PLANS
of an employee's job and constructive objectives and Structured plans are
performance, are criticism to help targets for designed to address
typically conducted employees employees to and improve specific
annually. improve their achieve within a areas of an employee's
performance defined timeframe. performance that may
be lacking.
 CAREER
DEVELOPMENT
 CAREER DEVELOPMENT
SUCCESSION MENTORING AND
CAREER PATHING JOB ROTATION
PLANNING COACHING

Providing guidance
Charting a clear Identifying and Periodically
and support to
and structured preparing potential moving employees
individuals to help
course for an successors for key to different roles
them develop
employee's career positions within or departments to
professionally and
progression within the organization. broaden their skills
achieve their
the organization. and experiences.
career goals.
 TALENT
ACQUISITION
&
RECRUITMENT
TALENT ACQUISITION &
RECRUITMENT
The process of actively
p
integrating new
The process of
employees into the
seeking out potential integrating new
Involves assessing organization,
candidates for job employees into the
and interviewing including orientation,
openings through organization, including
candidates to training, and
various channels, such orientation, training,
determine their providing the
as job boards, social and providing the
qualifications, skills, necessary tools and
media, employee necessary tools and
and cultural fit with resources for them The use of
referrals, and talent resources for them to
the organization. It to become marketing
databases. become productive
also includes productive and feel strategies,
and ONBOARDING
feel comfortable in
SOURCING reference checks comfortable in their branding, and
their new roles.
CANDIDATES and background storytelling to
screenings.
ONBOARDING attract top talent to
the organization.

INTERVIEWING
AND SELECTION RECRUITMENT
MARKETING
EMPLOYEE ENGAGEMENT AND RETENTION
EMPLOYEE ENGAGEMENT AND RETENTION
EMPLOYEE RETENTION
RECOGNITION STRATEGIES
PROGRAMS Developing
Establishing strategies and
systems to WORK-LIFE programs to
EMPLOYEE retain valuable
acknowledge BALANCE
SATISFACTION and reward employees by
INITIATIVES
SURVEYS employees for addressing their
Implementing needs and
Gathering their policies and
outstanding fostering their
feedback from practices that
contributions loyalty to the
employees help employees
and organization.
through surveys manage their
to assess their performance. work
contentment responsibilities
with their work while maintaining
and the a healthy
organization. personal life.
ORGANIZATIONAL
DEVELOPMENT
 ORGANIZATIONAL DEVELOPMENT
Change Management Team Building
Activities and strategies aimed at improving
The structured approach to transitioning
collaboration, communication, and
individuals, teams, and organizations from a
relationships among team members to
current state to a desired future state effectively.
enhance productivity and morale.

Organizational Culture Development Conflict Resolution

Cultivating and shaping the values, beliefs, The process of addressing and resolving
and behaviors that define an organization's disputes or disagreements among individuals
culture and its impact on employees. or groups in a constructive and peaceful
manner.
D I V E S I T Y

&
I N C L U S I O N
 DIVERSITY AND INCLUSION
Diversity Training: Educational

1
programs designed to increase
awareness and understanding of
diversity issues, including topics
like bias, discrimination, and
Inclusion Initiatives: Efforts and
inclusion.

2
policies aimed at creating a
welcoming and equitable
environment where individuals
from diverse backgrounds feel
valued and included.

3
Equal Opportunity Programs:
Organizational policies and practices
that promote fairness and equal
access to opportunities for all
employees, regardless of their
background or characteristics.
HR METRICS AND ANALYTICS
HR METRICS AND ANALYTICS

01 HR Data Analysis: Examining human

resources data to derive insights and
make informed decisions.

02 Key Performance Indicators (KPIs):

Measurable metrics used to assess the
performance and effectiveness of HR
initiatives.

03 Benchmarking: Comparing HR metrics and

practices against industry standards or
competitors to identify areas for improvement

04 Predictive Analytics: Using historical HR

data to forecast future trends and make
proactive decisions in talent management.
EMPLOYEE BENEFITS AND
COMPENSATION
 EMPLOYEE BENEFITS AND
COMPENSATION

Compensation Benefits Payroll Total Rewards

Structure Administration Management Programs

Managing
Handling the
Designing the employee Comprehensiv
financial
framework for benefits such e strategies to
aspects of
employee pay as health attract, retain,
employee
and rewards. insurance, and motivate
compensation
retirement employees.
and tax
plans, and
compliance.
other perks.
COMPLIANCE
AND LEGAL
ASPECTS
 COMPLIANCE AND
LEGAL ASPECTS

Labor Laws and Equal Employment Workplace Safety

Regulations: Opportunity (EEO) and Health:
Adhering to Compliance: Promoting
government Ensuring fairness employee well-
regulations and non- being and safety in
regarding discrimination in the workplace.
employment, hiring and
wages, and working workplace practices.
conditions.
TECHNOLOGY AND HRIS
 HUMAN RESOURCE
1 INFORMATION SYSTEMS (HRIS)
Software solutions for managing

TECHNOLOGY
HR data and processes
efficiently.

AND HRIS 2 HR SOFTWARE AND TOOLS

Various software applications
and tools to streamline HR
functions.

3 AUTOMATION OF HR PROCESSES
Implementing technology to
automate routine HR tasks.

4 DATA SECURITY AND PRIVACY

Safeguarding sensitive HR information
and ensuring data privacy compliance.
GLOBAL HRD
 GLOBAL HRD

01 02 03 04

INTERNATIONAL CROSS- GLOBAL HR EXPATRIATE

ASSIGNMENTS: CULTURAL POLICIES MANAGEMENT
Managing employee TRAINING Developing Overseeing the needs
placements in Preparing consistent HR and challenges of
different countries. employees to work policies across employees working
effectively in international abroad.
diverse global locations.
environments.
THANK YOU