Today, we continue our discuss on Balancing differentiation and integration with example which is the function of the Structure of the System. We will discuss for other two remaining functions also and those are Establishing linkage mechanisms and Developing monitoring mechanisms
c) Balancing differentiation and integration: For example, inputs from manpower planning should be available to line managers for career planning and HRD units for potential appraisal and development. Data from recruitment should be fed into the human resources information system. If salary administration and placement are handled separately, they should be linked to performance appraisals. Differentiation as well as integration mechanisms are essential if the HRD system is to function well.
d) Establishing linkage mechanisms: HRD has linkages with outside systems as well as with internal subsystems. It is wise to establish specific linkages to be used to manage the system. Standing committees for various purposes (with membership from various parts and levels of the organization), task groups, and ad hoc committees for specific tasks are useful mechanisms.
e) Developing monitoring mechanisms: The HRD function is always evolving. It therefore requires systematic monitoring to review the progress and level of effectiveness of the system and to plan for its next step. A thorough annual review reappraisal every three years will be invaluable in reviewing and planning the system. It may be helpful to include persons from other functions in the organization in the HRD assessment effort.
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