ISTD Diploma: Sample Chapters

ISTD Diploma has six main subjects. ISTD provides the content to the students in books. Here are the sample chapters from each of the books included with the Diploma.

Organizational Behavior Read the Excerpt ; Download the excerpt

Human Resource Development Read the Excerpt ; Download the excerpt

Manpower Planning and Training Read the Excerpt ; Download the excerpt

Training Methodology I Read the Excerpt ; Download the excerpt

Training Methodology II Read the Excerpt ; Download the excerpt

Evaluation of Training Read the Excerpt ; Download the excerpt

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Human Resource Development

PART I:- INTRODUCTION TO HRD

While there is considerable attention to HRD and many organizations have started departments staffed with specialists, its scope and activities are not uniformly and clearly understood. Some view it as training and development. Others view it as a set of isolated tools like Appraisal System, Career Planning, Succession Planning, Role Analysis, etc. In many cases 'HRD has remained elitist, concentrating attention on managerial class, in relation to tne vast majority of human resources in an organization, namely, the workers. Whenever HRD is discussed in professional groups and seminars, it is spoken of as quite distinct from industrial relations and collective bargaining which decide a number of important issues relating to human resources in an organization. HRD, OD and IR are spoken of as separate aspects of broader concept of HRM. But each of these aspects overlap, in practice, into the other and can't be viewed in isolation. HRD efforts to succeed must go hand in hand with OD interventions and sound IR system cannot be visualised without good HRD practices. Therefore, in this analysis, no water tight classifications are assumed and some critical issues relating to human resources are discussed which have a practical impact for the HRD professional.

There are a few basic trends on HRD.

• HRD has a significant role to play in establishing and maintaining a healthy productive work culture.
• Good Industrial Relations, effective systems of participation and a good collective bargaining framework is key to success of all other HRD activities.
• HRD should cover in its activities the workman and unless workmen receive attention through systematic HRD activities organizational effectiveness would not improve significantly.
• In the organizational context, HRD is a means for improving effectiveness (in terms of better productivity reduction of costs, better generation of internal resources, better profits and better customer service) and not an end in itself.
• Further HRD should be a philosophy running through all policies and actions of the organization and not an assemblage of individual programmes. And therefore, HRD policies plans and actions should flow from the business strategy of the organization.
• Organizations may use HRD both as a means of carrying out traditional activities like Recruitment, Training, Appraisal, Manpower planning etc. and also as an instrument of changing the culture and motivating employees.
• In turnaround situations organizations have found HRD as an effective means to reorient culture to improve communications, to change work practices to improve participation involvement and commitment.
  Based on practice, the concept of HRD would seem to embrace a broader framework. The concept would broadly include the following :
  Establishing and maintaining a healthy, productive work culture.Improvement in organizational and technological disciplines.
  Manpower Planning for ensuring optimum utilisation of human resources.
  Improvement in work practices and higher flexibility of work arrangement.
  Review of the organization structure to adapt it to changing needs. This would include reduction in levels (4 to 5 levels of hierarchy) in management.
  Training and Development to prepare employees for the new technologies and higher levels of operation - aimed at consistent incremental improvement in performance.
  Improving level of motivation in the organization.
  Attention to systems, rules and procedures with focus on results rather than procedures.
  Strengthening of participative and safety systems.
  Maintaining harmonoius industrial relations.
  

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