HUMAN RESOURCE DEVELOPMENT18 January, 2015

Introduction to Human Resource Development Meaning and Concepts of HRD "an organized learning experience within

a given period of time with the objective of producing the possibility of performance change.“

HRD is a process to (a) acquire or sharpen capabilities; (b) develops general capabilities; (c)develops an organizational culture.

Features of Human Resource Development HRD

The nature / scope / function / characteristics or features of HRD are as follows :-

a) Training and Development:b) Organizational Development (OD):c) Career Development:d) Performance Appraisal:e) Multidisciplinary:f) Key Element for solving problems:g) Continuous in Nature:h) Integrated use of sub-systems:i) Placement:j) Motivation by Rewards:

Importance of Human Resource Development (HRD) Human resource development (HRD) is an essential component for growth and

economic development. It can occur at both the nationwide level and the firm-wide level. The enhancement of HRD of a country is dependent on the government and

national policies, while at the firm or micro level HRD can happen through training and efficient utilization of resources.

Resources are efficiently utilized to support HRD when the maximum benefit is created at the lowest possible cost.

The effective performance of an organization depends not just on the available resources, but its quality and competence as required by the organization from time to time.

The difference between two nations largely depends on the level of quality of human resources.

Similarly, the difference in the level of performance of two organizations also depends on utilization value of human resources.

Importance of Human Resource Development (HRD) (Contd.) Moreover, the efficiency of production process and various areas of

management depend to a greater extent on the level of human resources development.

The term human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization’s work force.

The more important aspects of human resources are aptitude, values, attitudes and beliefs.

The vitality of HR to a nation and to an industry depends upon the level of its development.

For the organization to be dynamic, growth-oriented and fast-changing it should develop their HR.

Though the positive personnel policies and programs motivate the employees, buy their commitment and loyalty but these efforts cannot keep the organization dynamic.

Importance of Human Resource Development (HRD) (Contd.) Organization to be dynamic should possess dynamic

human resources. Human resources to be dynamic acquire capabilities

continuously adopt the values and beliefs and aptitude in accordance with changing requirements of the organization.

Similarly, when employees use their initiative, take risks, experiment, innovate and make things, happen, the organization may be said to have an enabling culture.

The competent human resources can be dynamic in an enabling culture.

Thus, the organization can develop, change and excel, only if it possess developed human resources.

Thus, HRD plays significant role in making the human resources vital, useful and purposeful.

Different options for HRD in organizational settings employee training, employee career development, performance management and

development, coaching, mentoring, succession planning, tuition assistance, and Organization development.

System and Sub-system of Human Resource Development (HRD)1. Career system: Career system

ensures attraction and retention of human resources through the following sub-systems.

Manpower planning Recruitment Career planning Succession planning Retention

System and Sub-system of Human Resource Development (HRD) (Contd.)2. Work system: Work-planning system

ensures that the attracted and retained human resources are utilized in the best possible way to obtain organizational objectives. Following are the sub systems of the work planning system.

Role analysis Performance plan Performance feedback and guidance Performance appraisal Promotion Job rotation Reward

System and Sub-system of Human Resource Development (HRD) (Contd.)3. Development system: The human

resources within the organization have to raise upto the occasion and change accordingly if the organization wants to be in business.

Induction Training Job enrichment Self-learning mechanisms Potential appraisal Succession Development Counseling Mentor system

System and Sub-system of Human Resource Development (HRD) (Contd.)4. Self-renewal system: It is not enough

to develop individuals and teams in the organizations but occasionally there is a need to renew the organization itself. Following are some of the sub systems that can be utilized to renew the organization.

Survey Action research Organizational Development interventions Organizational Retreats

System and Sub-system of Human Resource Development (HRD) (Contd.)5. Culture system: It is the culture that

will give a sense of direction, purpose, togetherness, and teamwork. Some of the culture building subsystems are given below:

Vision, Mission and Goal Values Communication Get-togethers and celebrations Task forces Small Groups

System and Sub-system of Human Resource Development (HRD) (Contd.) In addition to the above system the

Reinforcement System can be considered that is related with the important motivating factor for people joining and continuing in an organization in the work they get. Some of the building subsystems are given below: Reward High performance

Human Resource Development (HRD) Processes HRD is a process-oriented function. HRD functions in

many organizations fail because the processes involving the systems are not adequately addressed.

The concept of process essentially concerns the question of “how” and to a great extent the question of “why “.

It emphasises the behavioural and interactional dimensions.

All the HRD processes are centered around four constituents of an organization viz, the employee, role, teams and the organization itself.

Each of the unit has its own behavioural patterns and framework, which, if not addressed adequately may not bring in the desired outcomes.

Human Resource Development (HRD) Processes (Contd.) HRD systems and HRD processes are

closely linked. Their relationships are Described as follows:

1. Individual: Efficacy Effectiveness Styles Leadership

Human Resource Development (HRD) Processes (Contd.)2. Role:

Competencies for job performance Commitment Motivation Frustration Stress & Burnout.

Human Resource Development (HRD) Processes (Contd.)3. Teams:

Communication Feedback Conflict resolution Collaboration

4. Organization: Organizational Climate Communication Learning Organization Organizational Change Organizational Development