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Block 4 Importance of HR Planning

Unit 4 Planning Investment In Development (Including Corporate Counseling)

1) Describe the concept of human resource and human resource development?

• Human resources are the people who work for an organisation. They are selected based on the organisation's needs and are considered valuable assets whose loyalty and dedication are essential for the organisation's success.
  • It’s important to consider their physical fitness, knowledge, skills, and attitudes to ensure they are a good fit.
• Human resource development (HRD) is focused on the progress of the existing human resources within the organisation. It aims at the overall development and enhancement of the organisation's human resources by promoting learning and development among employees.
  • HRD involves upgrading employees through training, counselling, and appraisals to keep them competitive.
  • It aims to extract the hidden qualities and skills of employees and prepare them for new jobs.
  • It also aims to increase employees’ knowledge, values, skills, attitudes, and commitment.

2) What are the steps of designing a HRD strategy? Explain the different types of strategies of human resource development?

The design of a human resource development (HRD) strategy involves several steps:

• Need Survey: The organisation assesses its current position and the desired future state in the market. This involves identifying the existing qualities and required potential of employees.
• Developing a Mission Statement: Based on the need survey, a vision for the future and the targets and missions the organisation needs to achieve are defined. Key areas needing modification are also identified.
• SWOT Analysis: The organisation analyses the strengths, weaknesses, opportunities, and threats associated with the planned mission and targets. This analysis determines if the mission is helpful for developing and standardising the employees and the organisation.
• HR Analysis: The organisation studies the potential and deficits of the workforce, assessing how human resources can bring benefits and which development strategies are suitable.
• Implementation and Evaluation of Plans: The chosen HRD strategy is implemented and evaluated after a specific time. This evaluation compares planned targets with current achievements to determine the success of the intervention.

Here are some of the strategies used for human resource development:

• Training Strategy: Providing opportunities for employees to learn and improve their skills through structured programs.
• Career Development Strategy: Integrating the needs of employees with the organisation's plans through training programs with the help of consultants.
• Culture Developing Strategy: Creating a work environment where employees are loyal, share common values, and have positive relationships.
• Performance Appraisal System: Assessing the efficiency of employees, and then using the results to create plans for employee development.

3) What do you understand by the term-corporate counseling? What are the ways through which corporate counseling can be handled effectively?

• Corporate counselling emerges from the need to manage people effectively, given the increased awareness of people-related issues and the complexity of managing employees. It involves hiring professionals to help employees with their problems.
  • It is particularly useful in helping employees adapt to organisational changes and new performance expectations.

Effective corporate counselling involves:

• Good listening: The counsellor should be capable of listening to all aspects of employee concerns.
• Confidentiality: Employee information shared during counselling should be kept confidential.
• Open communication: The counsellor should encourage open communication and provide a supportive environment.
• Empathy: The counsellor should have the capacity to understand and empathise with employee problems.
• Professionalism: Counsellors should be professionally trained to manage people effectively.

4) How can you say that human resource development is a planned investment?

Human resource development (HRD) is considered a planned investment because it leads to saving of capital and helps the organisation to face all risks:

• Human capital is a significant asset for an organisation, and investing in HRD enhances this capital.
• HRD helps improve the efficiency, effectiveness, and adaptability of the employees, leading to better performance and growth for the organisation.
• Planned investments in HRD include:
  • Training and Development programs to equip employees with required skills.
  • Career Planning programs to integrate employee goals with the organisation's.
  • Organisational interventions that help employees adapt to changes.
  • Providing opportunities for growth which ensures that employees are loyal to the organisation
  • Workshops that promote creativity.
  • Counseling to improve work place productivity and handle work-related and personal issues.

5) Explain the various concerns and issues of the human resource development.

There are several concerns and issues associated with human resource development:

• HRD strategies should provide opportunities for individuals to develop skills that help them achieve personal objectives.
• Organisations must change their HRD strategies according to changes in their business plans to ensure alignment.
• Employees should be encouraged to widen their knowledge and accept training programs, to advance their careers.
• Many organisations manage people in the same way, without focusing on developing the HR function.
• Training is an ongoing concern, and selecting the best training program for a diverse workforce is challenging.
• Dealing with complex and underperforming employees is a difficult and ongoing concern.

Important Points

1. Human resource planning ultimately helps in development of human resource.
2. The human resource development, also known as personnel development.
3. Human resource management refers to an approach which not only considers the needs of the people or member of the organisation; it is equally concerned with the needs of the organisation.
4. Counselling refers to a mechanism which helps the employees to tackle their problems.
5. A counsellor needs to be a good listener.
6. Coaching refers to a relationship between a manager and an employee.
7. Mentoring refers to a relationship which allows for personal growth and development.
8. Several organisations have adopted the technique of decentralisation of power and authority. 
9. Organisations are bringing changes in their business strategies and human resource strategies in order to cope up with the changes taking place in the competitive world.
10. The process of integrating the needs and aspirations of the employees is known as career planning.
11. Human capital is a significant asset or investment for an organisation.