ESIGNING HUMAN RESOURCE INPUT FOR RURAL DEVELOPMEN

Abstract

In 2006, the Gemidiriya Foundation (GDF) project had expanded its reach an almost ten-fold increase within the short span. In line with the expansion the staff (professional as well as support) recorded a phenomenal growth. In absence of a systematic and pro-active way to handle HR related matters, the senior staff had to spend a lot of their time on handling staff matter on individual basis. Also, no attention was being given to assessing the weaknesses of staff and helping them to overcome their deficiencies. Considering the rapid growth in size and absence of appraisal and developmental HR systems, PIPDA imitative was introduced in 2007. Performance Improvement and Personal Development Appraisal (PIPDA) was implemented with full conformity to the government management rules and comprehensive scheme with assessment by objectively verified agreed targets with 360 degrees appraisal system with downward accountability and results. This made the decisions of the management less judgmental and took care of the staff’s development. The impact of adopting these innovative HR practices has been evident in huge improvements in the performance of the project. Reliability and accuracy of the information collected through functional heads were questioned due to errors and the lack of in-depth analysis, thus, HR Division had to get involve with huge documentation work and analysis for PIPDA implementation.