Concepts, Objectives, Role and Significance Of

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8/19/12

CONCEPTS, OBJECTIVES,

ROLE AND SIGNIFICANCEOF HUMAN RESOURCE

DEVELOPMENT (HRD)

Presented by-Shalika Agrawal

Sarvottam KumarShivam Rai


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INTRODUCTION

v HRD is a newly emerging field of study.v HRD has been in existence since the

beginning of civilization in some form or

the other.v A planned and systematic approach

emerged in the late 20th century.

v Earlier training was the only way ofdevelopment.

v Now It has emerged as the inter-

disciplinary and integrated approach to the


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Concept of HRD

HRD is an organized learning experience

aimed at matching the organizational need

for human resource with the individual

need for career growth and development.


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According to Prof. T.V. Rao

HRD is a process in which the employees ofan organization are continually helped in aplanned way to:

a) Acquire or sharpen capabilities required toperform various functions associated withtheir present or expected future roles;

b) Develop their general capabilities as

individuals and discover their ownpotentials for their own and ororganizational development purposes; and

c) To develop an organizational culture where


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The definition in the context of a state or nation is as follows:

HRD is a process, not merely a set of

mechanisms and techniques. The mechanisms and techniques such as

performance appraisal, counseling, training, and

organization development are used to initiate,facilitate, and promote this process in acontinuous way.

The process has no limit and, therefore, thetechniques have to be examined periodically tosee whether they are promoting or hindering theprocess.

Organizations can facilitate this process of


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Features of HRD

v HRD is a planned and systematic approach to thedevelopment of people.

v HRD is a continuous process of developing the

competencies, motivation and effectiveness ofemployees.

v HRD is an interdisciplinary concept.

v HRD has both micro and macro aspects.

v HRD is a process not merely a set of mechanisms andtechniques.


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HRD was developed because the HRM functionfailed to meet the challenges of 20th century

HRMq Independent function

with independent sub-functions.

q It is a reactivefunction.

q It seeks to improve the

efficiency of peopleand administration.

HRDq Integrated system

consisting of inter-dependent sub-systems.

q It is a proactivefunction.

q It seeks to developthe total

organization and its


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HRD IN INDIAN INDUSTRY

q HRD began in 1970s in India.

q Larsen and Toubro was the 1st company to design andimplement an HRD system.

q

Later on, it spread to other organisations as well.q First workshop of HRD was held in 1979, followed by several

others.

q A centre for HRD was established at XLRI Jamshedpur.

q

A national HRD network was established in 1985.q Now, several public and private sector organizations have HRD

departments as well as HRD managers.


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HRD MODEL

Human Resource Development Plans

Individual DevelopmentPlans

Knowledge, Skills andattitudes

Organisational DevelopmentPlans

Work Culture, Organisation,Change, Quality of Work Life

Trained and developed employeesHealthy Organizational Climate

Organizational Effectiveness


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Sample HRD Jobs/Roles

Executive/Manager

HR Systems Designer/Developer

Organization Design Consultant

Learning Program Specialist

Instructor/Facilitator

Individual Development and Career Counselor

Performance Consultant (Coach)

Researcher


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A Framework for the HRD Process

HRD efforts should use the following fourphases (or stages):

Needs assessment

Design

Implementation

Evaluation(A DImE)


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Objectives

Work opportunity.

Development of traits.

Ability development.

Creative motivation.

Good relation.

Develop team spirit.

Organizational growth.

Human resource information.


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Cont..

Work Opportunity: HRD provides anopportunity and a systematic frameworkfor the development resource in the

organization for full expression of theirtalents.

Development of Traits: HRD is

associated with the development of totalpersonality so that these can show anduse their talent for the benefit of theorganization.


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Cont..

Ability development: HRD makescapable employees. Thus they candevelop their capability by which they can

do their present job easily.

Creative Motivation: HRD manager

motivates employees and improve theirlevel of performance.


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Cont

Good Relation: HRD manager stressesthe need of coordination which is used forthe benefits of himself and for the benefits

of those who come in his/their touch.

Develop team spirit: HRD manager

develops the spirit of teamwork; teamwork for it is used for the effectivecooperation and coordination of eachemployee which ultimately checksindustrial unrest.


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Cont

Organizational Growth: HRM manager isresponsible for developing health, cultureand effective work plan which always

result in more profitability.

Human Resource Information: HRM

manager in general keeps all records toemployees working in his organization;these can be used at any time when theseare needed.


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Role of HRD

Organizational Growth Role

Work Culture Development

Potential Developer Role

Employees Growth Role

Employee satisfaction Role


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Organizational Growth Role

Growth of organization is associated withthe development of its workforce.


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Role of Work CultureDevelopment

The role of HRD is felt as it improves theefficiency of employees, checks monotony

at work and better communication.


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Potential Developer Role

The focus of HRD manager essentially ison enabling people to self-actualisethrough a systematic approach


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Employees Growth Role

HRD is associated with growth ofemployees. It helps employees to knowtheir strengths and weaknesses and

enable them to improve their performance.


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Employee satisfaction Role

For example:

Improve the knowledge

Promotions

Staff Development

Develop Ethical Values


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Significance of HRD

Macro level Significance.

Micro/organizational level significance


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Macro Level Significance ofHRD

Country Develops

Increase in Productivity

Eradication of Social And EconomicBackwardness

Entrepreneurship Increase

Social Revolution


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Micro Level Significance of HRD

Improves The Capabilities of people .

It Improves The Communication System inthe Organization.

It Helps an Organization in Procuring TheRight people at The Right Time.

It Improves Employee Commitment to The

Organization Due to Greater objectivity inThe Administration of Rewards.


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Micro Level Significance of HRD

It Provides an Opportunity of ContinuousAnd All Round Growth Of Employees.

It improves Collaboration And Teamwork.

It Improves Problem Solving AndAdaptation Skills of Employees.

It Generates a Lot Of Useful Data Which

Facilitate HRP And Control.


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Conclusion

Therefore it can be concluded as HumanResource Development is a vital area forfirms because ideas for innovation, quality

and continuous improvement, as well asother critically important inputs needed tocompete in the modern, highly competitivebusiness world, come from people and notfrom machines.


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References..

Human Resource Management- C.B. Gupta

Human Resource Administration-Joseph J. Farmularo

Corporate HRD-Biswajeet Pattanayak


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Any Queries.. ?


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Concepts, Objectives, Role and Significance Of