FOUR scenarios of cut throat competition, it is

FOUR STAGES OF HRD FRAMEWORK

In
the present scenarios of cut throat competition, it is crucial for every
organization to implement the perfect human resource strategies that are in sync
with the organization strategies. Human resource is the bedrock on which the
success or failure of any organization is laid on. HRD (Human Resource
Development) is the process that trains and molds the personnel of any
organization which leads them to perform their duties efficiently. Human
resource development combined with continuous learning enables personnel to
face any challenge while performing their responsibilities, duties and tasks.
Human Resource Development enhances the capabilities on people working in an
organization and selects the correct people from a talent who in the long run
achieve the organizational goals. We must always remember that the most
valuable resource of any organization are their people and only though human
resources development an organization can achieve its goals. Therefore is the
role of Human Resource Development to make use of the present talent pool and
make them utilize their talents to their maximum potential.

Human
resource development framework is basically a four stage process. It includes 1. Need Analysis 2. Design 3.
Implementation and 4. Evaluation. Through HRD framework an organization
tends to achieve its goals with correct employee training, resource career
development and organizational; development needs. The effectiveness of any
Human Resource Development framework is determined only by continuous
evaluation on the human resources and through continuous improvement of the
same to increase their efficiency.

Before
delving deep into the amalgamation of organizational strategy and HRD
framework, let us first understand briefly the meaning of each stage.

1.     
Need Analysis– Need refer to any
discrepancy or gap between what the organization wants to achieve and what is
actually happening in the real scenario. Need analysis can be classified into
three broad categories a. Organizational Evaluation b. Task based Evaluation 3.
Individual Analysis.

2.     
Design – Design in the light of HRD
framework means to devise a strategy that can seal the gap discovered between
the intended goal and actual results, found in the need analysis stage. It is
achieved by carefully defining objectives which need to be achieved by the
training, creating lessons and training programs, acquiring correct training material
and a trainer, selecting and evaluating various techniques of teaching and
finally scheduling the training.

3.     
Implementation – It simply refers to the
execution of the training program conceived during the designing stage. It is
of utmost importance that the implementation is done in the correct time frame.

4.     
Evaluation – This is the stage where
the effectiveness of an HRD programs is gauged. In other words it measures the
degree up to which the HRD program was successful in achieving its purpose. It
is strategically important that during the evaluation phase the senior
managers, the trainer, the trainee and the HR manger must be present.

 

In perspective of a real world company,
‘Deloitte’, a brand for its dedicated services in the field of audit, consulting, financial advisory, risk advisory as well as tax advisory  to selected clients through thousands of its dedicated professionals in independent
firms throughout the world, each of which are members of Deloitte Touche
Tohmatsu Limited. The four staged HRD Framework through can be implemented in
the following ways.

·        
In the first stage i.e. Need Analysis, it would be useful to develop and deliver a
CEO agenda which will articulate his/her aspirations and priorities
categorizing itself into the broader framework of organizational analysis. It
will also include creating focused corporate and business unit strategies i. e. employing its configurable architecture for
strategy development and designing. Under the task analysis category, a
rigorous and tailored process will be executed focusing on framing the critical
choices may make and the insights to commit to the strategies. Individual
analysis includes creating advanced
portfolios—evaluating a business portfolio to identify opportunities to
improve performance, from strengthening portfolio elements to divesting
elements that can unlock capital for higher return.

·        
In the second stage i.e. Designing – the HRD framework
may include,

1.      Integrity: It believes in reputation that comes while
behaving with the highest level of integrity along with strong commitment to
sustainable and responsible business practices.

2.     
Outstanding
value to markets & clients: It plays a
critical role in helping both the capital
markets and the member firm clients to operate more effectively.

3.     
Commitment
to each other: It believes in the culture of borderless collegiality as a competitive advantage,
and should be preserved and nurtured wisely and positively.

4.     
Strength
from cultural diversity: It believes that business challenges are complex and
thus to be faced multi-dimensionally— so it works with people of different
backgrounds, cultures and understanding that 
helps its people to grow as better professionals and leaders.

5.     
Build strategy excellence—using versatile strategy by approach, training programs, that can help
it to improve the effectiveness of its strategic dialog, thinking skills and
deploy more effective planning processes and tools.

 

·        
   In the third stage, Implementing the HRD framework, following things must be
considered

 

1.     
Link shareholder value to business decisions—disaggregating value drivers and analyzing
potential impacts of strategic decisions on shareholder value, as well as the
impact of current strategies on shareholder value drivers.

2.      Design and execute integrated growth plans—working across all organic and inorganic
opportunities, using growth methodologies to assess where and how to grow by
identifying growth opportunities, unlocking growth levers, and defining growth
programs. In this way it delivers executable growth agendas to maximize impact
on core success metrics. The process often includes building a high-level road
map for strategic implementation and providing program management office
services.

·        
Evaluation involves a fair self-study
and by understanding that preparing itself not only for the pre decided results
but also for an alternative futures depending upon the achieved goal sheet
indeed. From there it starts generating
and fast-testing new strategic options or pressure-testing over the current
strategies. The evaluation phase also includes fast forward scenario’s approach,
war gaming, simulations, and experiential learning too. 

Comments are closed.