MBA1031 - Human Resources Development |
UNIT – I |
HRD: Definition, Evolution of HRD from Personnel management, Developmental Perspective of HRD,
HRD at macro and micro levels: Outcomes of HRD in the national and organizational contexts.
Qualities and Competencies required in a HRD professional. Importance of HRD in the present context.
Development of HRD Movement in India.
Theory and Practice of HRD: HRD concepts, Subsystems of HRD: Human Resource Planning,
Potential, Potential Appraisal, Assessment Center, Performance appraisal including 360 degree ap
Organizational Culture and Climate: Meaning and type of Organizational culture and climate; Role of
HRD in promoting a development oriented Culture and climate in the Organizations. |
UNIT – II |
Development Human Capacity: Aptitude, Knowledge, Values, Skills of Human Relations,
Responsiveness, Loyalty and Commitment, Transparency, Leadership development.
Training and Development: Meaning and Scope of training, education and development; Training
need analysis, Types of training Internal and external, Outbound Training, Attitudinal training, Training
effectiveness.
Learning Organization: Organizational Learning, Importance of Experiential Learning, Learning
Organization, Knowledge Management, Achieving Organizational Effectiveness and Excellence. |
UNIT – III |
Evaluating HRD: Human Resource Accounting, HR Audit and Bench marking, Impact-assessment of
HRD initiatives on the bottom-line of an organization. |
UNIT – IV |
Organizational Development (OD): Meaning of OD, OD Interventions, OD Programs and Techniques:
Behaviour Modeling, gaming, Encounter Groups, Quality of Work life (QWL) and Quality of Life
Programs, Grid training, Benefits of OD; OD consultants.
Organizational Development Process: Phases in OD – Initial Diagnosis – Survey and Feedback,
Action Planning, Problem Solving, Team Building, Developing Creativity and Innovation, Managing
organizational Change. |
UNIT – V |
Recent Trends in HRD and OD: Training for trainers and HRD professionals, Promoting Research in
HRD and OD. Impacts of developments in the other fields such as Psychology, Business Management,
Communication and Information Technologypraisal, Training and Development, Career Planning &
Succession Planning. |
References |
1. D.L. KIRKPATRICK (Ed), How to Manage Change Effectively – San Francisco: Josseybass,
1985.
2. T.V. RAO and UDAI PAREEK (1989). Developing and Managing Human Resource System.
3. D.M. SILVERA (1988), Human Resource Development: The Indian Experience, New Delhi:
New India Publications.
4. LEONARD NADIER, (1984) The Handbook of HRD, USA: John Wiley.
5. RAO TV and DF PEREIRA (1986), Recent Experiences in Human Resources Development,
New Delhi: Oxford and IBH.
6. ROBINSON, KENNETH R., A Handbook of Training Management – (2nd Ed) Kogan Page,
Great Britain, (1982).
7. FRENCH W.L. & BELL, Jr, C.H. (1982), Organization Development: Behavioural Science
Interventions for Organization Development, New Delhi: Prentice Hall of India – 6th Edition
2002.
8. SIKULA A.F.P., Administration and HRD – John Wiley, New York.
9. ARGYRIS, CHRIS (1978): Organizational Learning: A Theory of Action Perspective.
Readings, Mass – Addison – Wesley.
10. SANGE DATER M (1990) The Fifth Discipline: The art and Practice of the Learning. |
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