Do’s and Don’ts for HRD

HRD must:

• Understand the business model of the firm ( revenue & cost model) and the key drivers of financial and non-financial performance.
• Communicating all aspects of HR policies and procedures to employees honestly and forthrightly.
• Listen to problems of employees and line managers and take their feedback in the right perspective
• Create open and transparent HR policies, systems and procedures, the most critical among them being ‘performance appraisal’
• Encourage all line managers and functions  to develop people skills and HR capabilities.
• Leverage IT to improve efficiency and effectiveness and outsource routine jobs.
• Measure its performance in qualitative and quantitative terms
• In firms which don’t have unions, it must represent employees to the management

HRD must not:

• Be inaccessible and unapproachable to employees.
• Create bureaucratic procedures and make life tough for internal customers.
• Burden itself with mundane jobs which can be more cost–effectively done by outsiders.
• Always present a management point of view.