1. Human Resource Development

2. Book Review
Future of HRD
By T.V. Roa

3. Outline of the presentation
• Introduction Writer
• Introduction of Book
• Chapter One- HRD as a profession : Where
are We?
• Chapter review
• HRD: As a Profession

4. Introduction of the writer
• Dr. T V Rao was a Professor at the IIM
Ahmedabad for over 20 years beginning 1973.
• He has also worked as L&T Professor of HRD at
XLRI, Jamshedpur during 1983-85.
• Dr. Rao is the Founder President of the National
HRD Network and was President of the Indian
Society for Applied Behavioral Science (ISABS).
• Currently he is Chairman of TVRLS and also
works as an Adjunct Professor in Organizational
Behavior Area at IIMA.

5. • Video
• Blog: http://tvraoblogs.blogspot.com/

6. Introduction of Book
• Book Name : Future of HRD
• Outline of the book
– Seven chapters
• HRD as a profession: Where Are We?
• HRD Function- Global Models and Indian Experiences: An
Audit
• HRD manager of Today : At cross Roads
• HRD: The Vision
• Future HRD manger
• Resource Requirements for Making HRD Work
• HRD at the National Level: The Asian Challenge

7. Chapter One
HRD as a Profession: Where Are We?
• HRD is any process or activity that, either
initially or over the longer term, has the
potential to develop adults’work based
knowledge, expertise, productivity, and
satisfaction, whether for personnel or
group/team gain, or for the benefit of an
organization, community, nation or ultimately
the whole humanity.

8. Theory Building in HRD profession
 Lots of efforts are done in US to build a sound theory base for
HRD.
 There are at least 8 papers presented relating to theories and theory
building in HRD on annual conference of Academy of HRD in 2001
among academicians and researchers.
 Theory building is the process by which coherent descriptions,
explanations and representations of observed phenomena are
generated , verified , and refined. (Lynham, 2000)
 Theory Building is important to the HRD profession for a number of
reasons:
 To advance professionalism in and maturity of the field.
 To help dissolve tension between HRD research and practice,
and
 To develop multiple and inclusive methods of research for theory
building and practice in HRD.

9. What is a Profession?
The Webster Dictionary defines a profession as
‘an open declaration or avowal of a belief or
opinion’.
A professional behavior is defined by a high
degree of specialized knowledge, special
responsibility, self monitoring of ethical
behaviors through codes of ethics and a system
of intrinsic and extrinsic rewards.

10. Profession and occupation
• The Webster Dictionary defines occupation as:
‘ that which occupies or engages the time and
attention; the principal business of one’s life.
• An occupation can be thought of as falling
somewhere along a continuum of
professionalism, the continuum being made of
common traits in definitions of profession.

11. Characteristics of the profession
• A high degree of generalized and systematic knowledge.
• Primary orientation to the community interest rather
than to individual self interest.
• A high degree of self control of behavior through codes
of ethics internalized in the process of work
socialization and through voluntary associations
organized and operated by work specialist themselves.
• A system of reward( monetary or non monetary), that is
primarily a set of symbols of work achievement and
thus end in themselves, not means to some end of
individual self- interest.

12. The elements of professionalization
• Structural elements
– Specialization
– Centralization
– Standardization
• Contextual Element
• Size of occupational group
• Resource of occupational group
• Group relation
• Activity Element
– The goal of the occupational group
– The role of individual member

13. Contd…
• Educational element
– Occupational intelligence requirement
– Basis of systematic theory
– Institutionalized educational process.
– Length of training
– Cost of training
• Ideological Elements
• Personality involvement
• Sense of group identity
• Group culture
• Status
• Socialization process.
• Behavioral elements
– Code of conduct
– Evaluation of Merit.

14. Knowledge Base of HRD in INDIA
• Through following Fields:
– Introduction to HRD and Designing HRD systems
– Organization development and Change management
– Career planning and Development
– Performance management
– 360 degree feedback and appraisals
– Counseling
– Organizational learning and Learning Organization
– Training and development
– Organizational behavior and personal growth
– Basic psychology and principles of psychology
– Creativety.

15. Conclusion
• HRD Philosophy still in emerging phase
• In India also it in initial phase.
• HRD can be taken as Profession and studied in
Universities as separate Subject.