Key components of OD (in continuation of Part - 2)
6. Leadership Development – Leadership is an art to get the things done that you want to get done because other wants to do it. Leadership Development, simply stated, essentially means any activity or initiative that enhances the quality of leadership within an individual or an organization. Traditionally speaking, leadership development has focused on developing the leadership abilities and attitudes of individuals. If we analyze the success factors behind leadership development efforts, they can be linked to some variables like – individual learning characteristics and capabilities, quality and nature of the program, genuine support for behavioral change from leader’s supervisor.
7. Career Development – the concept of career development comprises of how individuals manage their careers within and between organizations. It is a known fact that most
professionals leave their organizations due to lack of career growth and clear career path. Active career development initiatives by a company are a key retention tool to keep the best talent within its fold. It is one of the great motivators to keep an employee happy and engaged. These initiatives give them a clear focus about their career track, the blind spots that they have to overcome and the final goal to be reached. This focused approach works to their advantage from their everyday work to long-term aspirations. These career development efforts bring into focus high potential candidates who can be groomed for greater responsibilities in the future.
8. HR Policies and Practices – systems of codified decisions, established by an organization to support administrative personnel functions, performance management, employee relations and resource planning. They are vital for any organization that is serious about resolving employee issues & concerns and finding appropriate HR solutions. It provides a general guideline and direction for handling people related matters. HR policies provide an organization with a mechanism to manage risk by keeping itself abreast with current trends in employment standards and legislation.
In the next series, I will portray the role of HR Engagement and its importance as third cornerstone of the HR value chain.
I will be more than happy to help and facilitate an understanding on any of the above talked about areas. Please feel free to question / clarify.
7. Career Development – the concept of career development comprises of how individuals manage their careers within and between organizations. It is a known fact that most
professionals leave their organizations due to lack of career growth and clear career path. Active career development initiatives by a company are a key retention tool to keep the best talent within its fold. It is one of the great motivators to keep an employee happy and engaged. These initiatives give them a clear focus about their career track, the blind spots that they have to overcome and the final goal to be reached. This focused approach works to their advantage from their everyday work to long-term aspirations. These career development efforts bring into focus high potential candidates who can be groomed for greater responsibilities in the future.8. HR Policies and Practices – systems of codified decisions, established by an organization to support administrative personnel functions, performance management, employee relations and resource planning. They are vital for any organization that is serious about resolving employee issues & concerns and finding appropriate HR solutions. It provides a general guideline and direction for handling people related matters. HR policies provide an organization with a mechanism to manage risk by keeping itself abreast with current trends in employment standards and legislation.
In the next series, I will portray the role of HR Engagement and its importance as third cornerstone of the HR value chain.
I will be more than happy to help and facilitate an understanding on any of the above talked about areas. Please feel free to question / clarify.
Raj, Good elucidation. You are making a good contribution towards dissemination HRM.
ReplyDeleteDear Raj, When next episode will appear? Really Interesting - I am enjoying when I see my practising HRM in line wiht what you advise and suggest.
ReplyDeleteHi Masroor,
ReplyDeleteI have scribbled my thoughts and shall be starting a series on Employee Engagement. You must see the first post coming within a day or two.
tell me about the role of hr in an organization which may be applicable
ReplyDelete