All appropriate information about employees should be stored in a central human resources data bank (usually by means of computer). This includes all basic information about each employee, training programmes attended, performance records, potential appraisals, accomplishment, etc. This data is utilized whenever there is a need to identify employees for consideration for special projects, additional training, or higher-level jobs.
The Contribution of Subsystems to HRD Goals
Each of the subsystems or mechanism just defined contributes to the achievement of overall HRD goals.
Performance appraisal focuses primarily on helping the individual to develop his or her present role. Potential appraisal focuses primarily on identifying the employee’s likely future roles within the organization. Training is a means of developing the individual’s personal effectiveness (e.g., through communication-skills laboratories) or developing the individual’s ability to perform his or her present job role or future job roles. Training can also strengthen interpersonal relationships (through training in communications, conflict resolution, problem solving, transactional analysis, etc.) and increase teamwork and collaboration (through management and leadership training, team-building programmes, etc.)
Feedback and performance coaching helps the development of the individual as well as relationships. Organization development is the mechanism for developing team collaboration and self-renewing skills. Efforts to promote employee welfare and ensure the quality of work life, along with rewards, promote a general climate of development and motivation among employees.
Posted in Concept of HRD, HR Information, HRD, HRD Goals, HRM, Human Resource Development System, Human Resource Management (HRM), Planning Tagged: HR Information, HRD, HRD Goals, Human Resource Management (HRM), Organization Development
