CONCEPTS, OBJECTIVES, ROLE AND SIGNIFICANCE OF HUMAN RESOURCE DEVELOPMENT (HRD)

Presented byShalika Agrawal Sarvottam Kumar Shivam Rai

INTRODUCTION
HRD is a newly emerging field of study. HRD has been in existence since the beginning of civilization in some form or the other. A planned and systematic approach emerged in the late 20th century. Earlier training was the only way of development. Now It has emerged as the inter-disciplinary and integrated approach to the development of human resources.

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.

According to Prof. T.V. Rao

HRD is a process in which the employees of an organization are continually helped in a planned way to: a) Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; b) Develop their general capabilities as individuals and discover their own potentials for their own and or organizational development purposes; and c) To develop an organizational culture where superiorsubordinate relationships, teamwork and collaboration among different sub-units are strong and contribute to organizational wealth and motivation and pride of the employees. This definition of HRD is limited to the organizational context.

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 a continuous way. The process has no limit and, therefore, the techniques have to be examined periodically to see whether they are promoting or hindering the process. Organizations can facilitate this process of development by planning for it, by allocating organizational resources for the purpose, and by exemplifying an HRD philosophy that values human beings and promotes their development.

Features of HRD
HRD is a planned and systematic approach to the development of people. HRD is a continuous process of developing the competencies, motivation and effectiveness of employees. HRD is an interdisciplinary concept. HRD has both micro and macro aspects. HRD is a process not merely a set of mechanisms and techniques.

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

HRM
Independent function with independent subfunctions.
It is a reactive function. It seeks to improve the efficiency of people and administration. It is the responsibility of the human resource manager.

HRD
Integrated system consisting of interdependent sub-systems. It is a proactive function. It seeks to develop the total organization and its culture. It is the responsibility of all managers.

HRD IN INDIAN INDUSTRY

HRD began in 1970s in India. Larsen and Toubro was the 1st company to design and implement an HRD system. Later on, it spread to other organisations as well. First workshop of HRD was held in 1979, followed by several others. A centre for HRD was established at XLRI Jamshedpur. A national HRD network was established in 1985. Now, several public and private sector organizations have HRD departments as well as HRD managers.

HRD MODEL
Human Resource Development Plans

Individual Development Plans

Organisational Development Plans

Knowledge, Skills and attitudes

Work Culture, Organisation, Change, Quality of Work Life

Trained and developed employees Healthy Organizational Climate

Organizational Effectiveness

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

A Framework for the HRD Process

HRD efforts should use the following four phases (or stages): Needs assessment

Design Implementation Evaluation (A DImE)

Objectives
Work opportunity. Development of traits. Ability development. Creative motivation. Good relation. Develop team spirit. Organizational growth. Human resource information.

Cont..
Work Opportunity: HRD provides an opportunity and a systematic framework for the development resource in the organization for full expression of their talents. Development of Traits: HRD is associated with the development of total personality so that these can show and use their talent for the benefit of the organization.

Cont..
Ability development: HRD makes capable employees. Thus they can develop their capability by which they can do their present job easily. Creative Motivation: HRD manager motivates employees and improve their level of performance.

Cont
Good Relation: HRD manager stresses the need of coordination which is used for the 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; team work for it is used for the effective cooperation and coordination of each employee which ultimately checks industrial unrest.

Cont
Organizational Growth: HRM manager is responsible for developing health, culture and effective work plan which always result in more profitability. Human Resource Information: HRM manager in general keeps all records to employees working in his organization; these can be used at any time when these are needed.

Role of HRD
Organizational Growth Role Work Culture Development Potential Developer Role Employees Growth Role Employee satisfaction Role

Organizational Growth Role

Growth of organization is associated with the development of its workforce.

Role of Work Culture Development

The role of HRD is felt as it improves the efficiency of employees, checks monotony at work and better communication.

Potential Developer Role

The focus of HRD manager essentially is on enabling people to self-actualise through a systematic approach

Employees Growth Role

HRD is associated with growth of employees. It helps employees to know their strengths and weaknesses and enable them to improve their performance.

Employee satisfaction Role

For example: Improve the knowledge Promotions Staff Development Develop Ethical Values

Significance of HRD
Macro level Significance. Micro/organizational level significance

Macro Level Significance of HRD

Country Develops Increase in Productivity Eradication of Social And Economic Backwardness Entrepreneurship Increase Social Revolution

Micro Level Significance of HRD

Improves The Capabilities of people . It Improves The Communication System in the Organization. It Helps an Organization in Procuring The Right people at The Right Time. It Improves Employee Commitment to The Organization Due to Greater objectivity in The Administration of Rewards.

Micro Level Significance of HRD

It Provides an Opportunity of Continuous And All Round Growth Of Employees. It improves Collaboration And Teamwork. It Improves Problem Solving And Adaptation Skills of Employees. It Generates a Lot Of Useful Data Which Facilitate HRP And Control.

Conclusion
Therefore it can be concluded as Human Resource Development is a vital area for firms because ideas for innovation, quality and continuous improvement, as well as other critically important inputs needed to compete in the modern, highly competitive business world, come from people and not from machines.

References..
Human Resource ManagementHuman Resource AdministrationCorporate HRDC. B. Gupta

Joseph J. Farmularo
Biswajeet Pattanayak

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www.authorstream.com

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