HRD Systems and MBO

Managers must seek to convince each participant that he can maximize progress towards his own goals by maintaining or increasing his commitment and contribution to the organization. The management should identify the skills, interests and work needs of their employees and encouraged. These personal qualities are converted into job and career objectives. An organization aims and achieves this objective by an effective HRD.
The working organization is not established and maintained simply to work aimlessly or to provide work for those who are employed. Rather, its major justification is to provide services or produce specific products, promote efficiency and worker productivity. This book tells about the various systems to be followed to make HRD successful. It covers topics like:-Good HRD system-Sub systems of HRD-Need for MBO-Result oriented features-Allocation of objectives-A true participation-Key result areas-Periodic review system-Execution of MBO-Advantages of PERT and CPM.