Human resource development as assessed by this instrument, is defined as the integrated use of systems, policies and practices to recruit, maintain, and develop employees in order for the organization to meet its desired goals.

1. The Instruments helps in assessing the HRD components like 2. HRD capacity ( in terms of budget & HRD staff )3. HRD planning 4. HRD data ( employee data , computerization of data , personal files data)5. Personal Policy and Practice ( Job classification system, compensation system , Orientation

program )6. Performance management (Staff supervision and performance evaluation )7. Training

Downsizing, decentralizing, strategic planning

The HRD assessment instrument is intended to provide users with a rapid assessment tool to identify the organization characteristics with respect to the core functions of a human resource development system.

For newly formed organization, the instrument can served as a guide for developing an optimal HRD system.

So Selection of right HRD Instrument is very crucial .

Selection is done on the basis of 3 steps: Guided by purpose Te individual/groups on whom the instrument will be used. the confidence of the facilitator (familiarity with the instrument and its conceptual

framework).

The most important element in selection is the facilitator’s familiarity, or rather its mastery of the instrument and its theory.

The facilitator should first try out the instrument, if it is person focused he should use it on himself and be quite clear about its various aspect and the interpretation of the scores.

Preiffer and Ballew (1998) have listed twenty-five ‘technical’ consideration for selecting an instrument:

validity, reliability, objectivity, theoretical base, behavioral orientation, observability, special training, language, sophistication, complexity, supplementation, adaptability, transparency, fakeability, norms, availability, copyright restriction, time required, expense, special materials, noxiousness, scoring complexity, data reduction, handouts and familiarity

• Out of the technical aspects reliability, validity and objectivity are the most important. The instrument should have high reliability and validity.

Reliability coefficient should be more than 0.7 .

However, instrument for HRD may have face validity as the purpose is that of development, and not taking decisions of recruitment, promotion etc.

Then go for Using the Instrument with proper administration , Scoring and Interpretation of scores, Action planning

Administering meand read out the instructions loudly , items must have internal consistency. As far as possible, the instrument’s answer sheet should help the participants to do the

scoring themselves. This would save time and scoring it self become simple . Scoring should preferably be done by the participants themselves. This will help them to gain an insight into the instrument.

Interpretation and processing of data with the group is the most important part of using instruments in HRD.

The user should be familiar with some basic statistics. After the scores are available, the facilitator need to explain the conceptual frame work and

the relevant theoretical aspects.

Instrument can be very useful in contributing to the development of individuals, roles, teams and the total organization.

If properly selected, used and processed instruments are a powerful HRD tool