Human Resource Development Policy

Document Sample
Human Resource Development Policy Powered By Docstoc
					A Human Resource Development Policy aims at increasing the productivity of the
workforce. This document gives examples of actual businesses that use a human
resources development policy. Some of the topics included in this policy are the activity
in relation to organizational development; managing diversity; code of conduct; any
latest issue; group tasks; bringing in change; fair treatment and policies, and the
orientation of employees. Additionally, it can be customized to provide for any
additional industry specific language that may be necessary. This policy is useful for
small businesses or other entities that want to customize a human resource
development policy.
                  Human Resource
                 Development Policy




© Copyright 2013 Docstoc Inc. registered document proprietary, copy not   0
Table of Contents

Human resource development policy ........................................................................................................... 2
HRD policy: .................................................................................................................................................... 2
Introduction about the company:................................................................................................................. 2
Hrd policy of citibank: ................................................................................................................................... 3
  Purpose: .................................................................................................................................................... 3
  Group learning .......................................................................................................................................... 3
Conceptual issues in hrd ............................................................................................................................... 4
  1. Cross cultural issues .......................................................................................................................... 4
  2. Differences in assumption ................................................................................................................ 5
  3. Communication ................................................................................................................................. 5
  4. Regional differences ......................................................................................................................... 5
  5. Religious differences: ........................................................................................................................ 6
How hrd policies could help? ........................................................................................................................ 6
Activity in relation to organizational development ...................................................................................... 6
  1. Training on new or improved procedure: ......................................................................................... 6
  2. Managing the diversity: .................................................................................................................... 7
  3. Code of conduct: ............................................................................................................................... 8
  4. Any latest issue: ................................................................................................................................ 8
  5. Group tasks: ...................................................................................................................................... 8
  6. Bringing in change:............................................................................................................................ 9
  7. Share and solve their problems: ....................................................................................................... 9
  8. Fair treatment and policy:................................................................................................................. 9
  9. Orientation of employees: .............................................................................................................. 10
  10.    Organizational gatherings: .......................................................................................................... 10
  11.    Rewards: ..................................................................................................................................... 10
Conclusion ................................................................................................................................................... 11
References .................................................................................................................................................. 12




                                                                                                                                                                1
                        Human Resource Development Policy


HRD Policy:

The duty of putting strategies into practice is the main function of employees of any
organization. Human Resource Development policy aims at increasing the productivity of the
employees., . The development of employees is defined as organized and structured learning
during a given period aimed at enhancing the level of performance of the employee (Nadler
1984).




Human Resource Development is defined as the structure of focusing on the capabilities of an
organization by providing training along with developing the employee by education with the
main objective of achieving organizational goals and enhancing the employee’s career goals.
Human Resource Development is enforced develop the most important part of any organization
by enhancing the employee’s ability, talent and knowledge in order to get the best out of them
for the organization.




Introduction about the Company:

Citibank was founded in the year 1812 as the City Bank of New York. The name was changed to
First National City Bank of New York. Citibank is the 4th largest bank holding company in the
U.S.A. according to the domestic deposits (Citi,n.d.).

The bank operates its retail banking in over 100 countries and counting. The bank offers different
kinds of products and services. Besides standard banking services, Citibank offers credit cards,




                                                                                                   2
insurance and investment opportunities. The bank has more than 15 million users on its online
database.

Because of the Global Financial Crisis of 2008-2009, the bank suffered huge losses. The
government of the United States bailed out the bank with an initial aid of $25 billion.




HRD Policy of CitiBank:

Purpose:

The main purpose of making this Human Resource Development (HRD) policy is to maximize
the commitment and capabilities of the staff of CitiBank and to increase the quality of
employees. This policy aims to provide support to the employees of CitiBank and facilitate the
achievement of organizational goals (Allen, 1996).




Group Learning

CitiBank uses the concept of training and educating their employees by using groups. Different
groups are made by the bank according to the position employees hold, according to their
experience, performance level, designation, education, geographical location, etc.




Also, when new candidates are hired from universities, they are hired in batches. So from the
very beginning at CitiBank, every employee learns in group settings and they are all trained the
same way. This is a critical process for employees that do not have prior experience of working
with other people..




                                                                                                3
By forming different groups, every employee feels part of the group and that group represents
the organization itself. One of the ideas behind grouping and making people learn in groups is
that each employee helps each other in training, encouraging the workforce to work in groups
and help each other during difficulties. Not many people will deny that two individuals working
together will perform better than working alone.




No matter what kind of training it is, if it is done in a group formant, it is beneficial for the
individual as well as the organization as the cost of training employees would be drastically
reduced when training is conducted in a group.




Conceptual issues in HRD

There are different things that are taught in groups by the organization, such as:




   1. Cross Cultural Issues

       People from different cultures can work together within a group. Working with cross
       cultural groups can be dicey and could harm the achievement of goals.

       For instance, there are different meanings of the same thing in different cultures. When
       we wave our hand it signifies a greeting to someone whereas in a country like Oman,
       when they wave their hand to someone, this means that the person waving their hand is
       actually calling the person back (Argyris, 1978).




                                                                                               4
2. Differences in assumption

  Different people have different objectives, perceptions, and assumptions and these
  differences can also increase the probability of conflicts within a group. Conflicts in-
  between a group can hurt the progress of goals.

  For instance, you can find a number of people who would like to work on their own; they
  do not want to depend on others and do not like to work in teams. Whereas, some people
  can be found in a group as many prefer to work in a team and help each other out.
  Basically, these are the differences in assumptions and perceptions of people that need to
  be addressed.




3. Communication

  Some people are extroverts whereas others are introverts. So the way they communicate
  is different and these differences can also hinder the performance of groups.
  Communication among groups and within groups are a totally different scenario when
  they need to be understood so that this sensitive issue is not violated, rather, smart
  communication can add value to group understanding which will result in a better
  organization eventually.




4. Regional Differences

  People are influenced from their regional backgrounds as it affects the way they think,
  work, live, etc. So, it is important to respect differences within a group.

  For instance, People from Japan and the U.S. have differences in the way they think.
  Japanese view their subordinates as family members whereas this is not the case about
  people from the U.S.




                                                                                          5
    5. Religious Differences:

        Religion plays an important role in the way people live everyday life. While working in a
        group, one needs to consider the other members’ differences in religion or this can hurt
        the mission of the group. This is valuable not only from the ethical aspect but if the group
        members value the religion of other members, this will add to the credibility of each
        person, and they will be able to easily understand each other.




How HRD Policies could help?

When training is given in groups it allows the organization to explain these differences and
suggest how to handle these differences. Working together in a group enables the group
members to know each other and identify differences so that these issues are minimized.

Although different kinds of training is provided in groups and making them learn in groups is the
concept used by CitiBank to minimize these differences that includes psychological training to
lectures.

So it is important for people to recognize and understand the differences, the traits and
characteristics of other group members so they could understand them in a better way and by
making them learn in groups is one way to solve this issue.




Activity in relation to organizational development

    1. Training on new or improved procedure:




                                                                                                  6
  When CitiBank is training its employees regarding a newly introduced method or
  procedure, they prefer to do it through groups (Westberg, 1996). This way, the trainer
  will be able to train every individual easily.. For example, all of the branch managers of
  Pakistan are called for training when new software is to be installed and used in banking
  operations.




  People are made to learn in groups to decrease the probability of resisting the change in
  the procedure or method of doing something.




2. Managing the diversity:

  For every leader or manager, it is their duty to manage his followers or subordinates. But
  when there is diversity in the people working under them, then it becomes a problem to
  manage as you have to deal with every individual individually, and you have to think and
  respect their culture, religion, perception, thinking, etc.

  It is important for CitiBank to provide training to every manager to manage the diversity
  in the work force as well as to bring out the best from these diversified individuals.

  Also when different task force or teams are made, people from different backgrounds are
  grouped together to work with each other because of diversification allows the group to
  work in a different way as well as think differently. But the issue arises when the team
  leader or the group leader has to manage this diversified team. So, providing training on
  how to handle differences in background, education, location, and culture are important
  in order to get the best outcome from the task force.




                                                                                           7
3. Code of Conduct:

   CitiBank should explain the code of conduct to their employees in groups that complies
   with the local rules, regulations and standards. What the company expects from
   individuals and what the individual should expect from them.

   Also, when there is any change in the policy, code of conduct, regulation, different
   groups are called. This way the employee will feel that they are considered part of the
   organization and they want to share everything.




4. Any latest Issue:

   Different issues like economic slump, terrorism, etc. are important as well as related to
   employees of the bank are made aware by the bank through lectures.               So, when
   something like economic downfall happens, the staff has to be taught by providing
   training and lectures in groups. This should include what the sources are of the issue, how
   the staff can be protected from such things, what they should do, what would happen in
   the coming days, etc.

   So, these types of training are significant for the employees of CitiBank in order to be
   alerted about the current situation and how to tackle it.




5. Group Tasks:

   Numerous times it has been seen that different tasks are assigned to different groups for a
   common purpose. These groups are made for different time periods from short term to
   long term. For instance, a group of 5 individuals is made in order to analyze the quality of
   services that the customer receives in different branches of a country. This type of task is
   critical in evaluating performance and service levels as well as identifying the customers’
   perception and experience about the services. So, CitiBank’s HRD policy should also
   incorporate this.


                                                                                             8
6. Bringing in Change:

  Change is something that has become a vital factor in any organization, if any part of the
  organization is not changing its trend, culture, working methods or even its team, there
  are less possibility of organization retaining its position (Allen, 1996). Company change
  is another important element when the change is to be taken place. If the change happens
  without the purpose of the change being communicated, then this would be rejected by
  the people. But if the purpose is communicated, then it would definitely decrease the
  chances of people resisting the change. People therefore need to be taught about change
  in groups so that they could discuss the positives and negatives.




7. Share and solve their problems:

  When people are working in a group, they become like family. As a result, they try to not
  only share their problems but solve each other’s problem as well and this creates a
  healthy environment not only within the group but outside the group as well.




8. Fair Treatment and Policy:

  When everything is discussed in groups, then there is not much hidden between the
  members. So this reflects a fair treatment of the organization (Argyris, 1978) towards the
  employees employed. Also, this indicates the policy has been made not to discriminate
  against people working in the organization but to enhance collaboration and teamwork
  within the organization.




                                                                                          9
9. Orientation of Employees:

   It is important when newly people are hired in the organization that they should be
   oriented. CitiBank hires people in groups, so it is important when such hiring policy is
   there then orientation must be done in groups as well so that new groups can be formed
   and people can start working with each other from the very first day in the company.




10. Organizational gatherings:

   Companies should try to encourage more gathering of their employees. This not only
   allows them to relax but also allows them to meet other people in different geographical
   locations working at the same designation, meeting people with greater achievements,
   more experience, etc. So, gatherings like these help people share their views that could be
   beneficial for the individual as well as the organization (Westberg, 1996).




11. Rewards:

   Organizations should also promote giving rewards to their employees and groups.
   Rewarding the whole group on the basis of their performance or achievement can be a
   good idea instead of just rewarding one individual in the group. If only one individual is
   rewarded, then this brings in jealousy within the group members and harms the
   performance of employees. So, by rewarding the whole group, this keeps out the impact
   of discrimination and conflicts in the group and encourages every individual to play their
   role in the group and work to achieve their mission.

   The rewards should be given in front of every one of working in the organization. The
   advantage of this is that everyone recognizes that the good performers are rewarded so
   this not only encourages the person rewarded but others as well.




                                                                                           10
Conclusion

The main objective of the Human Resource Development Policy is to enhance the performance
level of employees which in turn will improve the overall performance of the organization and
its productivity.

Creating a Human Resource Development policy is one thing, but another important thing that
cannot be ignored is to monitor the policy and to evaluate the effectiveness of the policy. If the
policy has benefited CitiBank then there is no harm in keeping the same policy for the future.
But if the results are ineffective or not many changes are observed, then the policy needs to be
revised as this can certainly boost the energy level of employees working in CitiBank.

Besides this, CitiBank can take suggestions from employees on how to improve the effectiveness
of CitiBank overall. This can lead to making changes policy because employees directly deal
with the customers and they know what the customer needs and demands are plus they directly
face different situations and different customers so this experience can be vital to share. So, to
main idea is to bring in modifications and amendments in Human Resource Development Policy
to go beyond the expectations of the customers in terms of quality services.




                                                                                               11
References

     Allen, D. (1996) “The Power of Problem-Based Learning in Teaching Introductory
      Science Courses.” In L.Wilkerson and W. Gijselaers (Eds.), Bringing Problem-Based
      Learning to Higher Education: Theory and Practice. San Francisco: Jossey-Bass.




     Argyris, C. (1978). Organizational Learning: A theory of action perspective. Retrieved
      May 5, 2010 from http://www.amazon.com/Organizational-Learning-Addison-Wesley-
      Organization-Development/dp/0201001748




     Citi,n.d."About Citi - Citibank, N.A.". Citigroup. Retrieved April 22, 2010 from
      http://www.citigroup.com/citigroup/corporate/history/citibank.htm.


     Westberg, J. (1996). Learning in Small Groups: A Practical Guide. New York: Springer.




                                                                                          12

				
DOCUMENT INFO
Description: A Human Resource Development Policy aims at increasing the productivity of the workforce. This document gives examples of actual businesses that use a human resources development policy. Some of the topics included in this policy are the activity in relation to organizational development; managing diversity; code of conduct; any latest issue; group tasks; bringing in change; fair treatment and policies, and the orientation of employees. Additionally, it can be customized to provide for any additional industry specific language that may be necessary. This policy is useful for small businesses or other entities that want to customize a human resource development policy.
This document is also part of a package Employee Policy Templates I 46 Documents Included