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Human Resource Management

Notes  To practice equity and fairness in all its dealings with employees.
 To continuously enhance knowledge, skill of employees for the performance of their present
and future tasks through education and training.
 To create an organisational climate which encourages a highly motivated workforce.
 To prepare employees for easy and faster adaptation to change.
Self Assessment

Fill in the blanks:

11. At the …………………. level HRD is concerned with the development of people for the
nation's well being.
12. HRD …………………. include performance appraisal, counselling, role analysis, potential
development, training, communication policies, job rotations, rewards, job enrichment
programmes, etc.
13. Objectives of HRD can be made clear when we highlight the importance of human resources
in line with the examination process of the ………………….

14. 'Baldridge Award' is given at an …………………. level to a quality organisation.
15. In an organisation there are six units which are concerned with HRD, namely person, role,
…………………. team, inter-team and organisation.



Case Study HRD Scheme: A Bone of Contention

nnovative Technologies Limited (ITL) is a medium sized engineering company situated
at Hyderabad, manufacturing telecom equipment. Its customers were primarily
Igovernment departments (Railways, Post and Telegraph, Department of
Telecommunications, etc.) and private telecom operators in the country. The company
made rapid progress in recent years, thanks to the rising income levels, internet boom and
growth in infrastructure sector all over India. To encourage a culture of innovation and
creativity, which is essential for the company's own survival in a highly competitive field,
the company has all along been encouraging its employees numbering over 1000 mainly
engineering graduates, to upgrade their knowledge and skills in their own fields of
specialisation. It had always encouraged employees to go for workshops, seminars,
conferences and even volunteered to pay the tuition fee of employees if they are able to
secure admission in prestigious Information Technology and Telecommunication Schools
in India and abroad. With a view to promote managerial talent internally, the company
wanted both engineering (600 in number) and non-engineering professions (390 in number)
to go for MBA, PGDBA courses as well, offered by reputed business schools.
Since admission procedures in most reputed business and technology schools are quite
tough consisting of entrance test, group discussion and interview, the field naturally is
wide open only for the competent and bright people. The company's engineering graduates
invariably got through these tests and were always utilising a major portion of the funds
earmarked by the company for this purpose. The non-engineering people, somehow,
could not run the race and get benefited by the company's scheme. May be they lacked the
will, or the quantitative and analytical skills needed to get through the competitive entrance

Contd....

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