Introduction to Human Resource Development

Lamia FarhaManagement Counsellor

BIM.

Emergence of HRD

• Employee needs extend beyond the training classroom• Includes coaching, group work, and problem solving• Need for basic employee development• Need for structured career development• ASTD changes its name to the American Society for Training

and Development .

Relationship Between HRM and HRD

• Human resource management (HRM) encompasses many functions

• Human resource development (HRD) is just one of the functions within HRM

Primary Functions of HRM

• Human resource planning • Equal employment opportunity• Staffing (recruitment and selection)• Compensation and benefits• Employee and labor relations• Health, safety, and security• Human resource development

Secondary HRM Functions

• Organization and job design• Performance management/ performance appraisal systems• Research and information systems

Definition of HRD

• A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.

• It may be defined as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change.”

• HRD is more concerned with the training and development of employees. HRD develops or traps hidden qualities in people in order to make them accomplish new functions leading to organizational and individual goals.

• HRD aims at overall development of human resources.

Cont’d…

• HRD is a process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational, group, individual and social goals.

HRD Process leads to

• acquire or sharpen capabilities • develops general capabilities & • develops an organizational culture

Features of HRD

• HRD is a systematic and planned approach for the developments of individuals in order to achieve organizational, group and individual goals.

• HRD is a continuous process for the development of technical, managerial, behavioral and conceptual skills and knowledge .

• HRD is a multidisciplinary.• HRD is embodied with techniques and process.• HRD develops skills and knowledge not only at the individual

level but also at group level and organizational level.

HRD Objectives

• To enhance the organizational capabilities• To aid total quality management• To provide comprehensive framework for HRD• To prevent employee obsolescence• To develop creative ability and talents• To prepare employee for higher level jobs• To promote individual and collective morale, a sense of

responsibility, cooperative attitudes and good relationship.

Importance of HRD• Human resource development (HRD) is an essential

component for growth and economic development. • 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

• The level of performance of two organizations also depends on utilization value of human resources. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of human resources development.

• Knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization’s work force.

Cont’d…

• 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.

• Human resources to be dynamic acquire capabilities continuously adopt the values and beliefs and aptitude in accordance with changing requirements of the organization.

• 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

HRD Functions

• Training and development (T&D)• Organizational development• Career development

Training and Development (T&D)

• Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task – e.g.,– Employee orientation– Skills & technical training– Coaching– Counseling

Cont’d…

• Development – preparing for future responsibilities, while increasing the capacity to perform at a current job– Management training– Supervisor development

Organizational Development

• The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts.

• Focuses on both macro- and micro-levels• HRD plays the role of a change agent

Career Development

• Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.

– Career planning

– Career management

Organizational Structure of HRD Departments

• Depends on company size, industry and maturity.• No single structure used.• Depends in large part on how well the HRD manager becomes

an institutional part of the company – i.e., a revenue contributor, not just a revenue user.

Supervisor’s Role in HRD

• Implements HRD programs and procedures• On-the-job training (OJT)• Coaching/mentoring/counseling• Career and employee development• A “front-line participant” in HRD

HRD Jobs/Roles

• Executive/Manager• HR Strategic Advisor• HR Systems Designer/Developer• Organization Change Agent• Organization Design Consultant• Learning Program Specialist• Instructor/Facilitator• Individual Development and Career Counselor• Performance Consultant (Coach)• Researcher

System and Subsystem of HRD

• HRD functions are carried out through its systems and sub systems. HRD has five major systems and each of the systems has sub systems as elaborated below:

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 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

System3.Development system: The human resources within the

organization have to raise up to 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

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

System5. 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 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

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 emphasizes the behavioral and interactional dimensions.

• Hence HRD systems and HRD processes are closely linked.

Their relationships are described as follows:

Process

1. Individual: Individual is the basic constituent of an organization. All the behavioral pattern and dynamisms emerge from individuals. Hence individual based HRD process explained below are vital for HRD function and for implementation of the HRD systems.

• Efficacy • Effectiveness • Styles • Leadership

Process

2. Role: Role is a dynamic entity which involves the expectations of significant others and self from the position of the role holder. A large number of behavioral patterns and dynamism in organizations are centered around the roles. The role occupier and all others who have some linkage or relationship to that role form a constituent. Following are some of the role related, HRD processes in organizations.

• Competencies for job performance • Commitment • Motivation • Frustration, • Stress & Burnout.

Process

3. Teams: Work in organizations are performed through teams or groups. When individuals begin to work in team, behavioral patterns and dynamisms emerge. Following HRD processes are to be addressed if team work should bring in the desired results.

• Communication • Feedback • Conflict resolution • Collaboration

Process4. Organization: A large number of HRD processes are

organization related. Unless and until these processes are in place, HRD cannot take off. However, in a number of organizations as a result of implementation of HRD systems, these

• processes were set right. HRD systems can contribute towards the development and maturity of these processes.

• Organizational Climate • Communication • Learning Organization • Organizational Change • Organizational Development

Challenges for HRD

• Changing workforce demographics• Competing in global economy• Eliminating the skills gap• Need for lifelong learning• Need for organizational learning