HRD is an integral part of any organisation’s climate which is the global expression of what the organisation is. Organisation climate is the manifestation of the attitude of organisational members towards the organisation itself. An organisation tends to attract and keep people who fit its climate so that its patterns are perpetuated at least to some extent. It is a relatively enduring quality of the internal environment that is experienced by its members, influences their behaviour, and can be described in terms of the values of a particular set of characteristics of the organisation.
HRD climate refers to the employee development environment of an organisation. HRD climate contributes to the organisation’s overall health and self-renewing capabilities which increase the enabling capabilities of individuals, teams and the entire organisation.
The main characteristics of HRD climate are as:
- Duty of top management to treat people as the most important assets to the organisation.
- It is developing the competencies of the employees.
- Develop faith and confidence in the capability of people to change and acquire new competencies at any stage of life
- HRD believes in formal communication
- A tendency to encourage risk-taking capabilities
- HRD is useful to employees to know their strengths and weakness
- Climate of trust at all levels of the organisation
- Team spirit development
- A tendency to discourage favouritism and biasness at all levels in the organisation
- Follow up of human resource policies
- Development-oriented appraisals, training, reward system, job-rotation, career planning and potential appraisal for the benefit of employees
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