摘要：The study aims to examine the nature of HRD Climate prevailing in Indian PSUs and determine problematic areas. This research paper is also an attempt to examine the current status of structuring of HRD Climate and HRD Subsystems in Indian Public Sectors. The study is also made to examine the interlinkages between HRD Subsystems and their effectiveness in Indian PSUs. A structured questionnaire was designed, pre-tested, modified and used to collect data from Managerial and Non-Managerial staff of IOC Mathura Refinery. Reliability of the questionnaire is checked using Cronbachs Alpha, for individual items. The sample consisted of 48 Managers (drawn using Probability Simple Random Sampling) and 300 Employees (drawn using Probability Systematic Sampling) of IOC Mathura Refinery. The research design for the study is cross section descriptive type with field study. Chi square statistics has been used to test hypothesis. Result reveals that the HRD Climate of the organization is conducive for the development of the employees and organisation as well, whereas various shortcomings are found in the implementation of the HRD System. Findings of the study indicates that HRD function is not well structured, is inadequately differentiated, poorly staffed and fails to meet the requirements of HRD System framework. This study focused on only seven key dimensions of HRD Climate and hence is not exhaustive. Potential for the social desirability effect can be another considerable limitation of the study.
