Professional Documents
Culture Documents
chiragvyas.rs@indusuni.ac.in / chiragsir.com@gmail.com
Dr. Ashish Joshi
(Associate Professor, School of Liberal Studies, Pandit Deendayal, Petroleum University, Gandhinagar,
-382007)
Ashish.Joshi@sls.pdpu.ac.in
Abstract
Organizational climate has been a popular concept in theory and research for some time and has
received a great deal of attention in the past 25 years. Guion (1973) has stated that, The construct
implied by the term organizational climate may be one of the most important to enter the thinking of
industrial psychologists in many years.
The positive HRD climate renders the existing systems more effective and makes the organizations
more receptive to the introduction of relevant additional system. Organizations differ in the extent to
which they have these tendencies. Some organizations may have some of these tendencies, some
others may have only a few of these and a few may have most of these. Recognizing the importance
of HRD climate assess General climate, OCTAPAC (Openness, Confrontation, Trust, Autonomy,
proactively, Authenticity and Collaboration) culture and implementation of HRD mechanisms.
This paper deals with the concept of HRD, OCTAPAC and other aspects prevailing at selected banks
of Bhavnagar district in the form of a research study.
Keywords: HRD, OCTACPAC, Case Study of selected Banks
Introduction
Human resource development in the organizational context is a process by which the employees of an
organization are helped in a continuous, planned way to: (a) acquire or sharpen capabilities required
to perform various functions associated with their present or expected future roles; (b) develop their
general capabilities as individuals and discover and exploit their own inner potentials for their own
and organizational development processes; and (c) develop an organizational culture in which
supervisor-subordinate relationships, team work and collaboration among sub units are strong and
contribute to the professional well-being, motivation and pride of employees.
Meaning of HR + D + Climate
HR means employees in organization, who work to increase the profit for organization.
Development, it is acquisition of capabilities that are needed to do the present job, or the
future expected job.
After analyzing Human Resource and Development we can simply state that, HRD is the
process of helping people to acquire competencies.
Climate, this is an overall feeling that is conveyed by the physical layout, the way employees
interact and the way members of the organization conduct themselves with outsiders. (It is
provided by an organization.)
Objective of Study
The study intends to achieve the following objective:
To study the type of HRD climate prevailing in selected banks of Bhavnagar
To study and understand the change in HRD Climate in selected banks of Bhavnagar
Literature review
Chalam and Srinivas (2005) in their study Genderwise Perceptions and Attitudes on HRD Climate in
Indian Banking Sector, examine the basic disagreement with respect to HRD Climate in the selected
branches of SBI.
Vijaya Banu (2007) in his study A Study on HRD Climate with Special Reference to Public Sector
Cement Corporation, concluded that to survive and excel in the new economy, the HRD climate is of
crucial importance to the Indian public sector organizations.
Jain, Singhal, and Singh (1996) conducted a study, HRD Climate in Indian Industry, in two public
sector organisations i.e. BHEL and NFL and concluded that the HRD climate is mainly a function of
the effectiveness variables including individual efficiency, organisational efficiency and productivity,
and the HRD variables including management policy on HRD, organisation development, role
analysis and training.
Research Methodology
Descriptive methodology, the researcher can get valuable qualitative and quantitative data through the
descriptive method. The questionnaire is one of the major tools for collecting information from the
respondent. Research in common parlance refers to a search of knowledge. One can also define
research as a scientific and systematic search for pertinent information on a specific topic. In fact,
research is an art of scientific investigation.
Research
Good instincts and intuition certainly play important roles in business. But gut feelings about your
customers needs and preferences arent enough. If you want to minimize risk and improve your
chances of success, you need sound, objective data. Thats where market research comes in.
Questionnaire
OCTAPAC Culture questionnaire developed for selected banks
Gender Wise Distribution of Respondents
Graph A1
Table A
Employees
N
Percent
Male
47
94%
Female
06%
Total
50
100%
Gender
Graph A2
Table A2
Age
Employees
N
Percent
Below 35
14
28%
Above 35
36
72%
Total
50
100%
of Respondents
Table A4
Educational
Qualification
Employees
N
Percent
Graduate
32
64%
Post Graduate
18
36%
Total
50
100%
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
12
28
10
Percentage
Value
24%
56%
20%
00%
00%
Q. No.
TOTAL
MEAN
SD
CV
60
112
30
202
13.46667
11.489125
85.31529
Q.2 Employees are not afraid to express or discuss their feelings with their superiors.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
16
22
10
Percentage
Value
32%
44%
20%
04%
00%
Q. No.
TOTAL
MEAN
SD
CV
80
88
30
202
13.46667
9.2736185
68.8635
Q.3 Employees are not afraid to express or discuss their feelings with their subordinates.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
18
20
10
Percentage
Value
36%
40%
20%
04%
00%
Q. No.
TOTAL
MEAN
SD
CV
90
80
30
202
13.46667
9.0553851
67.24296
Q.4 Employees are encouraged to take initiative and do things on their own without having to wait for
instructions from supervisors.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
12
22
12
Percentage
Value
24%
44%
24%
08%
00%
Q. No.
TOTAL
MEAN
SD
CV
60
88
36
192
12.8
8.4852814
66.29126
Q.5 Delegation of authority to encourage juniors to develop handling higher responsibilities is quite
common in this organization.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
14
22
10
Percentage
Value
28%
44%
20%
08%
00%
Q. No.
TOTAL
MEAN
SD
CV
70
88
30
196
13.06667
8.6023253
65.83412
Q.6 When seniors delegate authority to juniors, the juniors use it as an opportunity for development.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
10
24
10
Percentage
Value
20%
48%
20%
12%
00%
Table 5.67
Q. No.
TOTAL
MEAN
SD
CV
50
96
30
12
188
12.53333
8.8317609
70.46618
Table 5.68
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
12
20
14
Percentage
Value
24%
40%
28%
04%
04%
Q. No.
TOTAL
MEAN
SD
CV
60
80
42
188
12.53333
7.8740079
62.82453
Q.8 When problems arise people discuss these problems openly and try to solve them rather than keep
accusing each other behind the back.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
14
16
12
Percentage
Value
28%
32%
24%
12%
04%
Q. No.
TOTAL
MEAN
SD
CV
70
64
36
12
184
12.26667
5.8309519
47.53493
Q.9 Career opportunities are pointed out to juniors by senior officers in the organization.
Q. No.
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
14
12
20
Percentage
Value
28%
24%
40%
08%
00%
Q. No.
TOTAL
MEAN
SD
CV
70
48
60
186
12.4
64.51613
Q.10 The organizations future plans are made known to the managerial staff to help them develop their
juniors and prepare them for future.
Q. No.
10
Almost
Always True
Mostly
True
Sometimes
True
Rarely
True
Respondents
14
20
10
Percentage
Value
28%
40%
20%
12%
00%
Q. No.
TOTAL
MEAN
SD
CV
10
70
80
30
12
192
12.8
7.6157731
59.49823
CONCLUSION
Selected banks of Bhavnagar as a part of my research project I observed that HRD Climate is good
but still it needs some changes. They are like Framing proper HR policies and Practice, Providing
proper counseling for developing positive mindset. Company also needs to develop proper potential
appraisal system these help the organization to utilize its employees potential properly. Its key need
to change the mindset of employees that in some local district level registered bank the promotions
are based on favoritism. Employees also need to encouragement from the management for using their
new methods and creative ideas freely.
References
1. Barney J B and Wright P M (1998), On becoming a Strategic Partner: The Role of HR in gaining
competitive advantage, Human Resource Management,37:31-46.
2. Barney, J. (199l). Firm resources and sustained competitive advantage. Journal of Management,
17: 99- 120.
3. Bhamidipati, Ravi and Makhijani, Rajer (2003), Changing Mindsets, Background Papers, AIMA
30th National Management Convention, September 15-17.
4. Bhardwaj Gopa and Mishra Padmakali (2002) HRD Climate: an empirical study among private
sector managers ,IIJR July 2002,38(1)
5. Jain V K, Singhal K C and Singh V C (1997), HRD Climate in Indian Industry,Productivity,
37(4) : 628-639.
6. Vyas Chirag V (2012), An Empirical Research on HRD Climate prevailing in Excel Crop Care
Ltd,. Bhavnagar, Excel Crop Care Library resource, 22 44