FOUR that can seal the gap discovered between

FOUR STAGES OF HRD FRAMEWORKInthe present scenarios of cut throat competition, it is crucial for everyorganization to implement the perfect human resource strategies that are in syncwith the organization strategies. Human resource is the bedrock on which thesuccess or failure of any organization is laid on. HRD (Human ResourceDevelopment) is the process that trains and molds the personnel of anyorganization which leads them to perform their duties efficiently. Humanresource development combined with continuous learning enables personnel toface any challenge while performing their responsibilities, duties and tasks.Human Resource Development enhances the capabilities on people working in anorganization and selects the correct people from a talent who in the long runachieve the organizational goals. We must always remember that the mostvaluable resource of any organization are their people and only though humanresources development an organization can achieve its goals. Therefore is therole of Human Resource Development to make use of the present talent pool andmake them utilize their talents to their maximum potential. Humanresource development framework is basically a four stage process.

It includes 1. Need Analysis 2. Design 3.Implementation and 4. Evaluation. Through HRD framework an organizationtends to achieve its goals with correct employee training, resource careerdevelopment and organizational; development needs. The effectiveness of anyHuman Resource Development framework is determined only by continuousevaluation on the human resources and through continuous improvement of thesame to increase their efficiency.

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Beforedelving deep into the amalgamation of organizational strategy and HRDframework, let us first understand briefly the meaning of each stage. 1.     Need Analysis– Need refer to anydiscrepancy or gap between what the organization wants to achieve and what isactually happening in the real scenario.

Need analysis can be classified intothree broad categories a. Organizational Analysis b. Task Analysis 3.Individual Analysis. 2.

     Design – Design in the light of HRDframework means to devise a strategy that can seal the gap discovered betweenthe intended goal and actual results, found in the need analysis stage. It isachieved by carefully defining objectives which need to be achieved by thetraining, creating lessons and training programs, acquiring correct training materialand a trainer, selecting and evaluating various techniques of teaching andfinally scheduling the training. 3.     Implementation – It simply refers to theexecution of the training program conceived during the designing stage.

It isof utmost importance that the implementation is done in the correct time frame.4.     Evaluation – This is the stage wherethe effectiveness of an HRD programs is gauged. In other words it measures thedegree up to which the HRD program was successful in achieving its purpose. Itis strategically important that during the evaluation phase the seniormanagers, the trainer, the trainee and the HR manger must be present.

 In perspective of a real world company,’Deloitte’, a brand for its dedicated services in the field of audit, consulting, financial advisory, risk advisory as well as tax advisory  to selected clients through thousands of its dedicated professionals in independentfirms throughout the world, each of which are members of Deloitte ToucheTohmatsu Limited. The four staged HRD Framework through can be implemented inthe following ways.·        In the first stage i.e. Need Analysis, it wouldbe useful to develop and deliver a CEO agenda which will articulate his/heraspirations and priorities categorizing itself into the broader framework oforganizational analysis.

It will also include creating focused corporate andbusiness unit strategies i. e. employing itsconfigurable architecture for strategy development and designing. Under thetask analysis category, a rigorous and tailored process will be executedfocusing on framing the critical choices may make and the insights to commit tothe strategies. Individual analysis includes creating advanced portfolios—evaluating a business portfolio toidentify opportunities to improve performance, from strengthening portfolioelements to divesting elements that can unlock capital for higher return.·        In the second stage i.e. Designing – the HRD framework mayinclude,1.

      Integrity: It believes in reputation that comes whilebehaving with the highest level of integrity along with strong commitment tosustainable and responsible business practices.2.     Outstandingvalue to markets & clients: It plays acritical role in helping both the capitalmarkets and the member firm clients to operate more effectively.3.     Commitmentto each other: It believes in the culture of borderless collegiality as a competitive advantage,and should be preserved and nurtured wisely and positively.4.

     Strengthfrom cultural diversity: It believes that business challenges are complex andthus to be faced multi-dimensionally— so it works with people of differentbackgrounds, cultures and understanding that helps its people to grow as better professionals and leaders.5.     Build strategy excellence—using versatile Strategy by approach, training programs, that can helpit to improve the effectiveness of its strategic dialog, thinking skills anddeploy more effective planning processes and tools. ·           In the third stage, Implementing the HRD framework, following things must be considered 1.     Link shareholder value to business decisions—disaggregating value drivers and analyzingpotential impacts of strategic decisions on shareholder value, as well as theimpact of current strategies on shareholder value drivers.2.

      Design and execute integrated growth plans—working across all organic and inorganicopportunities, using its Total Growth™ methodology to assess where and how togrow by identifying growth opportunities, unlocking growth levers, and defininggrowth programs. In this way it delivers executable growth agendas to maximizeimpact on core success metrics. The process often includes building ahigh-level road map for strategic implementation and providing programmanagement office services.·        Evaluation involves a fair self-studyand by understanding that preparing itself not only for the pre decided resultsbut also for an alternative futures depending upon the achieved goal sheetindeed. From there it starts generatingand fast-testing new strategic options or pressure-testing over the currentstrategies.

The evaluation phase also includes fast forward scenario’s approach,war gaming, simulations, and experiential learning too. 


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