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An HRD system is an organised and integrated set of HRD sub-systems designed to develop employee competencies and motivation and to improve organisational effectiveness. HRD system focuses on continuous learning, performance improvement and career growth.
Training is a planned effort to improve job-related knowledge and skills for current roles, while development focuses on long-term growth and future roles.
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Performance appraisal is systematic evaluation of employee performance. Feedback provides information to employees about strengths and areas for improvement.
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Career planning is a process by which individuals set career goals and plan the path, while career development is organisational support to help employees grow.
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OD is a planned effort to improve organisational effectiveness and health through interventions based on behavioural science.
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HRD sub-systems are interconnected:
Thus an effective HRD system creates a continuous cycle of development and performance improvement.
HRD climate refers to a supportive environment of trust, openness, proaction, collaboration and autonomy that encourages learning. HRD culture is the set of values and norms that promote development, feedback and continuous improvement.
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An HRD system is an organised and integrated set of HRD sub-systems designed to develop employee competencies and motivation and to improve organisational effectiveness. HRD system focuses on continuous learning, performance improvement and career growth.
Training is a planned effort to improve job-related knowledge and skills for current roles, while development focuses on long-term growth and future roles.
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In HRD system model, inputs include organisational goals, employee potential, training needs and resources. Process includes HRD interventions like training, appraisal feedback, career development and OD. Outputs include improved competencies, performance, motivation and organisational effectiveness. Feedback through evaluation, performance data and employee feedback helps modify and improve HRD programmes continuously.
Major HRD sub-systems include training and development to build skills for present and future roles, performance appraisal and feedback to evaluate performance and identify gaps, career planning and development to provide growth and succession opportunities, and OD interventions to improve organisational processes, culture and manage change.
An HRD system is an integrated set of HRD sub-systems designed to develop employee competencies, motivation and organisational effectiveness. It ensures that HRD activities are planned, coordinated and aligned with organisational goals.
Major HRD sub-systems:
Importance: These sub-systems together create continuous development and performance improvement. They help organisations cope with change, build competent workforce, improve motivation and create a learning culture for long-term effectiveness.