HUMAN RESOURCES

DEVELOPMENT

A METHODOLOGY FOR ORGANISATIONAL CLIMATE

ESTIMATION
 Often asked questions ?
 Are we in the right business ?

 Do we have the right people ?

 Are we in the right industries ?

 Are we in the right states ?

 Given the same country climate, why are we where we are ?

is it because we have/lack

Purpose values
Standards of behavior strategy
 Precious Factor of Production

 Organizations are driven by human capital and it is crucial to have a

scientific look at this factor of production

 HRM & HRD

 HRM

- Deals with optimum utilization of human capital - integrative &

supportive

 HRD

- Deals with development and up gradation of human Capital

- Independent
 The Basic Ideas

 HRM takes the stock of human capital as given and tries to optimally
allocate it among different processes/activities such that output is
maximized.

 HRD tries to bring about qualitative changes in this stock of human

capital in accordance with the needs of the organization and corporate
objectives. It tries to mould the stock as per requirements.
 AN ILLUSTRATION

MANAGERIAL FUNCTIONS OBJECTIVES & POLICIES

OF HRM OF HRM
OPERATIVE FUNCTIONS
OF HRM

COMPENSATION
EMPLOYMENT HR DEV MGT
HUMAN RELATIONS

Org design Perf. app

Planning Motivation
Training Job eva
Recruitment Morale
Job design Wage
Career pl
Selection Job satisfaction
Perks
Communication
Induction
Job analysis Quality of life Grievance
Placement Discp. action
 THE PROPOSED METHODOLOGY
FOR ORGANISATIONAL CLIMATE
ESTIMATION WOULD DETERMINE
THE EXTENT OF HRM AND ITS
EFFECTIVENESS
 THIS WOULD THEN FORM THE BASIS
FOR HRD STRATEGIES
 METHODOLOGY FOR CLIMATE
ESTIMATION
TEST FOR

 JOB AFFECTED REALATIVE WELL BEING

SCALE
 ORGANISATIONAL CONSTRAINTS
 QUANTITATIVE WORK LOAD INVENTORY
 LOCUS OF CONTROL
 EMOTIONAL AWARENESS
 EMPATHY
 NETWORKING SKILLS
 CONTD

 JOB SATISFACTION
 SELF ESTEEM
 RECRUITMENT
 NEGOTIATING SKILLS
 PEOPLE MANAGEMENT
 PERFORMANCE MANAGEMENT
PROCESS
 TRAINING EFFECTIVENESS
 TAKE THE ENTIRE WORK FORCE OF
AN ORGANISATION
 BREAK IT DOWN AGE-WISE,
DESIGNATION-WISE, EXPERIENCE-
WISE ETC.
 DESIGN PSYCHOMETRIC TESTS
 PERFORM NON-PARAMETRIC TESTS
& HYPOTHESIS TESTING
 Allocate Manage the Project planning
Budget Implement
Budget

Manage the team Monitor

Liaise with
Development expenses
Other Depts.

Schedule of
Appraisal implementation

Get strategy
Move the Committee
vetted by Board
Manager’s Mind Map
Sanction
Monitoring Report
Processing preparation
Outgo of funds Manage enquiries

Design appropriate Deal with Detailing

Instruments customers
 THE BUILDING BLOCKS

 REACTIVE AND SUPPORTIVE HRM

 INTEGRATIVE HRM

 INDEPENDENT HRM
 REACTIVE AND SUPPORTIVE HRM
- ADMINISTRATIVE EXPERT
 MANAGEMENT OF EMPLOYEE
CONTRIBUTION/PERFORMANCE APPRAISAL –
JOB DEFINITION
 LISTENING AND RESPONDING TO EMPLOYEES
 RECRUITMENT, SALARIES AND REMUNERATION,
RETRAINING, SUSTAINANCE, GROWTH
 UNION/ASSOCIATION NEGOTIATIONS
 DATA BASE, COMPENDIUM

Y = F(INPUTS, PROCESSES, HRM) –

The partial derivative will give rise to HRM audit
 INTEGRATIVE HRM
- STRATEGIC PARTNER
 WHAT WAS A FINE SOLUTION YESTERDAY MAY
NOT BE VALID TOMORROW.

 THE 7 S’s
STRATEGY, SYSTEMS, STAFF, SKILLS, STYLE,
STRUCTURE, SHARED VALUES

 GENERATE A LEARNING ORGANISATION WITH

KNOWLEDGE WORKERS

Jth. process = f(j)(inputs J, HRM)-

Pecuniary benefit
 INDEPENDENT HRM
- CHANGE AGENT/CONSULTANT

 OBSERVE THE ORGANISATION’S

MOVEMENT OVER TIME AT A CERTAIN
LEVEL OF ABSTRACTION AND PROVIDE
INPUTS FOR CHANGE – CORRECT
AGE/SKILL DISTRIBUTION

Y = HRM(t)F(K,L)
 KEY RESULT AREAS (KRAs)

 Output
Delegation

 Technical
Profitability
Knowledge
 Quality
 Career
 Business development
Development

 Teamwork
Customer Service
 Budget
Product
 Development
Performance Management
 Time Management
 Business Volume
 ENERGY

H L

H Peak Burnt out

Performance Exhausted
CHALLENGE

L Distress Recharge
Boredom time

MANAGING STRESS
 Challenge & Development
H L
Delegate Beware of
Dumping Tasks
H

Urgency
Long term Leave
projects
L

ANALYSING THE TASK

 LEADS MODEL

 LISTENING
L
 EMPOWERING
E
 ADAPTING
A
 DELIVERING
D
 SELF-UNDERSTANDING
S
 GROW MODEL

 GOALS
G
 REALITY
R
 OPTIONS
O
 WILL
W
 BOOST MODEL

 BALANCE
B
 OBSERVE
O
 OWNERSHIP
O
 SPECIFIC
S
 TIME
T
 AN EXAMPLE

JAWS Scale Emotion

   

High High (HH) energetic, excited, ecstatic,

enthusiastic, inspired

High Low (HL) at-ease, calm, content, satisfied,

relaxed

Low High (LH) angry, anxious, disgusted,

frightened, furious

Low Low (LL) bored, depressed, discouraged,

gloomy, fatigued
 RESULT


EMOTIONAL INTELLIGENCE OF THE
POPULATION IN TERMS OF HH,HL,LH & LL

HH
LL
28% 19%

HL
19%
LH
34%