Different Phases of Adopting HRD Practices
The aim of having the Human resource development practices in an organization is to create a learning work environment so that the organizations can maximize the potential of the employees. It is the responsibility of the HR personnel to recognize the need for the development. This is regarded as an essential function of human resource management because it is directly linked to the development of the most valuable yet complicated resource of the company that is the people working for it. Those organizations who understand the contribution and the value of the workforce always look forward to giving them opportunities to unleash their real potential. They also provide them with the opportunity to learn continuously so that they can contribute to achieving the organizational goals.
The organizations that understand the value of developing their employees come up with creative and fruitful ways to keep the learning process intact. The Human resource development department works for motivating the employees so that they do not stop learning and growing. There are many strategies which the HRD department has to devise so that the whole process of learning runs smoothly. All the essential activities which are required to be performed to develop the employees are included in the HRD. The vital functions which involved in HRD processes are managing the training and development process, the management development process and the performance appraisal etc. These are the practices which directly or indirectly provide the information about the need for development. To gain in-depth insight into the fundamental functions of HRD, you can refer to the article”Roles and Functions of Human Resource Development”. It will help you to understand its core concepts in detail.
HRD department’s main aim is to help the employees reach their highest potential, and that is usually done in a planned and structured way. There are different stages if the organizations want to implement the HRD process as a regular function which is discussed as below:
ASSESSMENT OF THE DEVELOPMENTAL NEEDS
The first step while adopting the HRD process is to analyze the developmental requirements which are essential to correct to maximize the efficiency and productivity of the organization. In this procedure, the data is collected by using different strategies so that comprehensive information can be obtained regarding the gap in the performance and estimated outcome.
The task analysis
In this step, all the tasks which will be essential for implementing the HRD practices are listed and analyzed by the HR professionals and the high management officials. For implementing foolproof policies, the HR managers first write down the SOPs so that the HRD practices can be performed efficiently. They should brainstorm all the possible alternatives by sitting together and then evaluate every option to get a clear picture of how to manage the whole process of implementation and its success also.
Analyzing people and their capabilities
Once the HRD team is through with investigating the tasks, then the next step is to evaluate the skills and capabilities of people who will be assigned different duties regarding the HRD process. It is imperative for the organization to assess the ability of the managers and other associates who will finally implement the HRD strategy.
Strategizing and prioritizing the needs
Once the people and task analysis fall into place the next step is to assess all the task and to prioritize them according to its maximum importance and applicability in the given situation. Those functions which should be fine with the highest priority should be provided with enough focus and energy. If there is a possibility of a change of the technological methods to be used in the process, then the managers should be given training in the first of all. If this process is implemented with the motive of, appraising and managing the performance, then the data should be collected first by carrying out the performance appraisal.
This is about knowing the need of the change by the entire organization and the HRD managers achieve this by analyzing all the strategies of the company. The organizational goals are examined in great detail so that the actual need for implementing the HRD practices can be recognized. There are various factors which the HRD managers have to keep in mind while examining the organizational strategies such as the political scenario, technological trends, economic factors and the level of competition in the market.
Designing the HRD programs
Once the managers have a precise strategy for how the HRD policies will be implemented in the organization and who will ultimately take decision and control of that, then the next phase is to design effective and efficient HRD programs. There are different interventions which the HRD managers have to take after analyzing the need for the organization. First of all the managers will have to define the goals and objectives for using the HRD interventions. The managers can think of creating their HRD programs after analyzing the processes, or they can also consider outsourcing them and hiring HRD consultants for the same process. The selection of trainer who can provide the training is also a significant decision which the HRD managers have to take to ensure the maximum output from their efforts.
Implementing the HRD practices
The last step is to apply the HRD practices and transform the company into a learning organization by making learning a continuous and routine activity. The HRD personnel has to make sure the training sessions are becoming a success, and the employees are gaining new insights so that they can bring in a positive change in their behaviours as well as in the skill sets and the competencies. The companies can utilize different training methods which can be on-the-job training or off the job training or can use the mix of both ways according to the change they want to see in the employees and the organizational processes.