scholarly journals Potential Appraisal and Development in Human Resource Development (HRD): A Review

2021 ◽  
pp. 111-117
Author(s):  
V. A. Jerin
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Quality Traits ◽  
Appraisal System ◽  
Job Description ◽  
Organizational Goals ◽  
Management By Objectives ◽  
Management Games ◽  
Peer Appraisal

Human Resource Development (HRD) process is denoted as how personnel are recruited, trained and put into use depending upon their skills, knowledge and potential as per the need of the job and keeping in line with organizational objectives. Potential appraisal refers to the identification and evaluation of hidden talents and underlying skills of a person. Potential appraisal enhances human resource development and enables the attainment of organizational goals. Steps in the potential appraisal system include a detailed job description, job specified quality traits, rating mechanisms and organizing the system. Techniques used for carrying out potential appraisal includes self-appraisal technique, peer appraisal technique, superior appraisal technique, management by objectives, psychological and psychometric techniques, leadership exercises, management games etc. Growth of companies lies in the hands of potential employees and hence it is the responsibility of companies to recognize the potential and reward befittingly to retain the talent. Thus it lowers the chance of good employees leaving the organization for green pastures.

scholarly journals Strategic human resource development: A manoeuvre for future competencies

2020 ◽  
Vol 15 (2) ◽  
pp. 353-370
Author(s):  
Hima Parameswaran
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Career Planning ◽  
Resource Development ◽  
Organizational Goals ◽  
Fundamental Factor ◽  
Industrial Sectors ◽  
Human Resource Development Professionals ◽  
Strategic Human Resource Development ◽  
And Function

The changing role and function of Human Resource Development professionals due to social, economic, political and technological alterations lead the way for strategic HRD practices in organizations. In this current world of industrialization, this term relates to the achievement of competitive benefits by aligning organizational goals and priorities with structured and future-oriented activities. A study on strategic HRD lends a hand to eliminate the hitches of an organization by rational planning and people development with a focus on predictability and consistency. This research not only enlightens the implication of strategic activities but also it strengthens individual creativity, knowledge management, career planning, and individual competencies amongst employees in industrial sectors. It highlights on the employee perception about these SHRD practices of companies, which is a fundamental factor for the employee contentment, performance, and for the necessity of socio-technical systems. Accordingly, the study is focused at Dubai, U.A.E., in the shape of "Strategic Human Resource Development - A manoeuvre for future competencies" with a sample size of 300 from various companies by quantitative and qualitative analysis. Accordingly, it has been statistically confirmed that four independent variables show a positive relationship with strategic HRD activities. Along with this, it identifies the extent to which the HRD and its related work-life factors are provided by the selected companies. The result of the survey generated a key model and a framework for SHRD by creating a valuable contribution to the organization in facing the future challenges.

Human Resource Development in Tourism Sector: A Case Study of Orissa Tourism Development Corporation Ltd. (OTDC)

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
Banalata Rath
Keyword(s):  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Tourism Development ◽  
Resource Development ◽  
The State ◽  
Service Industries ◽  
Human Potential ◽  
Appraisal System ◽  
Development Corporation

Skilled, knowledgeable, and competent people are the key resource of any industry, be it manufacturing or a service sector. Higher degree and quality of performance of tasks always require higher degree of skills and knowledge. Human potential in every employee is vast and it can be further enhanced by various interventions like training, job rotation, feedback and counseling, organizational action, etc. that make the organization dynamic and growth oriented. People who are not able to contribute to the organization fully due to reasons beyond their control can also give the best if they are taken care of with more attractive working conditions and better organizational climate. Many services depend on direct personal interaction between customers and firms employees. Professionalism has become the buzzword in service industries and the corporate world now-a-days is fast realizing the importance of Human Resource Development in the new paradigm of business. This research paper is an attempt to evaluate the state of human resource development as is existent in the Orissa Tourism Development Corporation Ltd., a State – owned public sector undertaking of Orissa operating to provide the desired facilities and services to the tourists visiting the State. While analyzing various HRD aspects of OTDC, focus has been laid on employee training practice and performance appraisal system of the Corporation and suggestions have been given based on findings of the survey conducted for this research.

Leadership and Human Resources Development in Nigeria: Factors for National Development

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Peter O. Kalejaiye ◽  
Eniola Sokefun ◽  
Adewusi O, Adedeji
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
National Level ◽  
National Development ◽  
Secondary Data ◽  
Resource Development ◽  
Business Organizations ◽  
Organizational Goals ◽  
Material Resources

The human resource of any organization or country is the most important and invaluable asset it has and thus, an essential tool in achieving organizational goals and national development. However, the success or failure in achieving the vision of any organization or nation-state depends solely on the quality of its leadership and how it is able to enhance the knowledge, skills and attitudes of her human resources. Aside the material resources in Nigeria, she is also endowed with human resources. Lack of adequate emphasis on human resource development as a tool for development on the part of government as well as business organizations and private bodies has brought about hardship among Nigerians especially the youth, and has thus led them to their engagement in unethical means for survival. It was against this backdrop that the study examines the investments made by successive government in Nigeria on human resource development. It discussed human resource development from the micro/organization level and macro/national level. As a secondary data based research, the study utilized evidences from the Human Development Index (HDI) report of selected years (2000-2014) and used system theory of Talcott Pearson as a guide for its discussion. It pinpoints the problems of leadership with regards to human resource development in Nigeria. The paper recommends that organization; government and private bodies should invest hugely on the human resources as this will result to the achievement of the mission and vision statement of any organization, and of course, leads to national deve

IT Competency Model for IT People

2017 ◽  
Vol 4 (1) ◽  
pp. 23-33
Author(s):  
Andi Yuniantoro
Keyword(s):  
Information Technology ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Competency Framework ◽  
Success Factor ◽  
Job Description ◽  
Job Roles ◽  
Competency Based ◽  
Competence Framework

Speed of innovation in Information Technology will not aligned with speed of capability human resource in theorganization, if there is no strategy in human resource development especially in information technology.Information Technology and Human Resource need a framework that can link both as key success factor oforganization in implementation information technology. Framework will defined competency based on jobdescription IT people in organization, competency standard as reference in mapping with job description we can get from The European e-Competence Framework (e-CF) or SFIA (Skills Framework for the Information Age). After we get list of competency aligned with job description from IT people, we can mapping competency to job roles in organization structure. From this we already have a competency framework based on job description and related to job roles. We can use this framework for Human Resource Development in Information Technology, through assessment IT people based on competency framework, we can found gap competency of IT people and fulfill gap competency with training. Or we can use this competency framework for reward management of IT People, Career management of IT People, Training development of IT People and recruitment/selection of IT People.

Human Resource Development Obstacles Measure

2019 ◽  
Author(s):  
Negin Fallah Haghighi ◽  
Masoud Bijani ◽  
Morteza Parhizkar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development

Institutional and human resource development

Waterlines ◽  
1987 ◽  
Vol 5 (4) ◽  
pp. 2-5 ◽  
Author(s):  
John Austin ◽  
Horst Otterstetter ◽  
Fred Rosensweig
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development
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