Human

Resource
Developm
ent GROUP MEMBERS
Humna Zubair
Nida Bakhtiar

Asfandyar Khattak

Sana Munir

Midhat Batool
 What is HRD?
 Deals with development
and up gradation of
human capital
HRD
 HRD tries to bring about
qualitative changes in
human capital in
accordance with the
needs

 HRD is a process for

developing and
unleashing human
 HRM vs HRD
HRM HRD
 a routine and administrative
 continuous process
function

 Function more independent with  sub-system of a large system,

separate roles to play. more organizational oriented

 Mainly a reactive function  More proactive; it copes with

responding to the demands the changing needs of the
which may arise. people as well as anticipate
these needs.

 Concerned with people Only.

 Developing the whole
organization, e.g. OD.
 It is basically the responsibilities
of the HR department.
 involvement of the entire work
force from top to bottom is
more and a must in most of the
cases
 Beliefs about the Role
of HRD
 Strong commitment to the
development of people
 Change is a learning process
 Learning is the heart of HRD
 Helping and facilitating
 Learning occurs on multiple levels
 Learning and performance are both
valued roles of HRD
 Development of systems is important
  T&D
Field  Employee development

of  Technical training

Practic  Management development

e  Executive and leadership

Development
in HRD  Human performance

 Organization development

 Organizational learning
 AREAS
DISCUSSED
UNDER HRD
 AREAS
DISCUSSED
UNDER HRD
 Human Resource Planning
 Ensuring availability of right numbers of
workforce , in terms of skills at the
right time and at the right place
 Developing their potentials in terms of

skills, performance and capacity

 Recruitment and Selection
 Recruiting is a way of generating
applications or attracting applicants for
specific positions
 Selection is thus a means of selecting
 Performance Appraisal
 alsocalled “employee
rating”
 review of the way in

which an individual
performs in his or her job.

 Counseling
 Helpingthe employee to
recognize his own
strengths, weaknesses
and potential
 Career Planning
 involves identifying the right
potential well in time, for
development to take over higher
responsibilities
 attention is focused on individual’s
style of working than his current
performance results.

 Succession Planning
1. to decide which are the key jobs
2. to identify the potential incumbent
who can fit the position
3. to make necessary records in the
 Training
 Improve the capabilities of the
human resources in order to
increase their efficiency and
effectiveness
 Job oriented and fulfills the
current needs of an individual to
overcome job difficulties.

 Job Evaluation
 Determine the relative worth of
a job compared to other jobs
within an organization
 Rewards
 Positive reinforcements
given by the organization
 Rewards include:

– Promotion
– Incentives
– Increments, etc
PHASES FOR ADOPTING
HRD
 Learning and HRD
 Maximizing learning and creating a
learning environment
 Recognizing Individual differences

 Learning strategies and styles

 Assessing HRD needs

 Strategic organizational analysis
 Task analysis

 Person analysis

 Prioritizing HRD needs.

 Designing Effective HRD
Programs

 Implementing HRD
Programs
THANK U