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.

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The Instruments helps in assessing the HRD components like

HRD capacity ( in terms of budget & HRD staff )
HRD planning
HRD data ( employee data , computerization of data , personal files data)
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 facilitators 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 instruments 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