HRD

1. HUMAN RESOURCE DEVELOPMENT
• INTRODUCTION
Development of human resources is essential for any
organisation that would like to be dynamic and growth-
oriented.
Unlike other resources, human resources have rather
unlimited potential capabilities. The potential can be used
only by creating a climate that can continuously identify,
bring to surface, nurture and use the capabilities of
people.
Human Resource Development (HRD) system aims at
creating such a climate. A number of HRD techniques have
been developed in recent years to perform the above task
based on certain principles.
2/7/2023 SUVEER JAIN, SDMC UJIRE 1

2. • Human Resource Development (HRD) can be defined as a set
of systematic and planned activities designed by an
organization to provide its members with opportunities to
learn necessary skills to meet current and future job
requirements.
• Learning is the fundamental principle that drives organizations
towards higher concentration on Human Resource
Development.
• HRD activities should begin when an employee joins an
organization and continue throughout his or her career,
irrespective of the authority and responsibility level that the
person holds.
• HRD programs are focused on integrating long terms plans and
strategies of the organization with the requirements of
changes in the job to ensure the efficient and effective use of
all the resources available to the organization.
2/7/2023 SUVEER JAIN, SDMC UJIRE 2

3. DEFINITIONS
According to Leonard Nadler, "Human resource
development is a series of organised activities,
conducted within a specialised time and
designed to produce behavioural changes."
According to M.M. Khan, "Human resource
development is the across of increasing
knowledge, capabilities and positive work
attitudes of all people working at all levels in a
business undertaking."
2/7/2023 SUVEER JAIN, SDMC UJIRE 3

4. Prof. T.V. Rao, "HRD is a process by which the employees
of an organisation are helped in a continuous and
planned way to
(i) acquire or sharpen capabilities required to perform
various functions associated with their present or
expected future roles;
(ii) (ii) develop their general capabilities as individual and
discover and exploit their own inner potential for
their own and /or organisational development
purposes;
(iii) (iii) develop an organisational culture in which
superior-subordinate relationship, team work and
collaboration among sub-units are strong and
contribute to the professional well being, motivation
and pride of employees." .
2/7/2023 SUVEER JAIN, SDMC UJIRE 4

5. • “Human resource development (HRD) is organized
learning experiences provided by employees to bring
about possibility of performance growth or personal
growth within the specified period of time. “
( Giley and Eggland, 1989)
• “Human resource development is a process of
developing and unleashing human expertise through
personal training and organizational development for
the purpose of improving performance.”
(Swanson and Holton,2001)
2/7/2023 SUVEER JAIN, SDMC UJIRE 5

6. Features:
The essential features of human resource development
can be listed as follows:
– Human resource development is a process in which
employees of the organisations are recognized as its
human resource. It believes that human resource is most
valuable asset of the organisation.
– It stresses on development of human resources of the
organisation. It helps the employees of the organisation to
develop their general capabilities in relation to their
present jobs and expected future role.
– It emphasise on the development and best utilization of
the capabilities of individuals in the interest of the
employees and organisation.
– It helps is establishing/developing better inter-personal
relations. It stresses on developing relationship based on
help, trust and confidence.
2/7/2023 SUVEER JAIN, SDMC UJIRE 6

7. • It promotes team spirit among employees.
• It tries to develop competencies at the organisation level. It stresses
on providing healthy climate for development in the organisation.
• HRD is a system. It has several sub-systems. All these sub-systems are
inter-related and interwoven. It stresses on collaboration among all
the sub-systems.
• It aims to develop an organisational culture in which there is good
senior-subordinate relations, motivation, quality and sense of
belonging.
• It tries to develop competence at individual, inter-personal, group
and organisational level to meet organisational goal.
• It is an inter-disciplinary concept. It is based on the concepts, ideas
and principles of sociology, psychology, economics etc.
• It form on employee welfare and quality of work life. It tries to
examine/identify employee needs and meeting them to the best
possible extent.
• It is a continuous and systematic learning process. Development is a
life long process, which never ends.
2/7/2023 SUVEER JAIN, SDMC UJIRE 7

8. Benefits of Human Resource
Development
Human resource development now a days is considered as the key to higher
productivity, better relations and greater profitability for any organisation.
Appropriate HRD provides unlimited benefits to the concerned organisation.
Some of the important benefits are being given here:
– HRD (Human Resource Development) makes people more competent.
HRD develops new skill, knowledge and attitude of the people in the
concern organisations.
– With appropriate HRD programme, people become more committed to
their jobs. People are assessed on the basis of their performance by
having a acceptable performance appraisal system.
– An environment of trust and respect can be created with the help of
human resource development.
– Acceptability toward change can be created with the help of HRD.
Employees found themselves better equipped with problem-solving
capabilities.
2/7/2023 SUVEER JAIN, SDMC UJIRE 8

9. • It improves the all round growth of the employees. HRD also
improves team spirit in the organisation. They become more
open in their behaviour. Thus, new values can be generated.
• It also helps to create the efficiency culture In the
organisation. It leads to greater organisational effectiveness.
Resources are properly utilised and goals are achieved in a
better way.
• It improves the participation of worker in the organisation.
This improve the role of worker and workers feel a sense of
pride and achievement while performing their jobs.
• It also helps to collect useful and objective data on employees
programmes and policies which further facilitate better
human resource planning.
• Hence, it can be concluded that HRD provides a lot of benefits
in every organisation. So, the importance of concept of HRD
should be recognised and given a place of eminence, to face
the present and future challenges in the organisation.
2/7/2023 SUVEER JAIN, SDMC UJIRE 9

10. • Therefore, Human Resource Development in any
organization aims at the following:
• To develop the competence of its human
resources.
• To create an environment of commitment and
motivation among employees of the
organization.
• To develop a conducive organizational culture to
achieve its mission for existence.
• To create policies, procedures and systems to
train people for better performance that is based
on trust, commitment, loyalty and growth.
2/7/2023 SUVEER JAIN, SDMC UJIRE 10

11. Evolution of HRD
History and concept of HRD:
• Development of HRM –
• Awareness regarding HRM was felt during
the industrial revolution around 1850 in
western Europe and U.S.A.only during
beginning of 20th century, it was felt in India.
Since then to the present era. The
development of HRM may be classified as
follows:
2/7/2023 SUVEER JAIN, SDMC UJIRE 11

12. • Trade Union Movement Era.
• Social Responsibility Era
• Scientific Management Era
Taylor Developed Four Principles Of Scientific
Management.
• Human Relation Era
• Behavioral Science Era
• System Approach Era
• Contingency Approach Era
2/7/2023 SUVEER JAIN, SDMC UJIRE 12

13. Development Of HRM In India:
• After second world war difficult conditions
erupted in India.
• Malpractices in the recruitment of workers and
payment of wages led to trade union movement.
• In 1931, on the recommendations of the royal
commission of labor, ‘Jobber’ system was
abolished.
• After independence, the Factories Act,1948 laid
down provisions for Labor Officers, Labor
welfare, safety and regulation of working
conditions.
2/7/2023 SUVEER JAIN, SDMC UJIRE 13

14. • Two professional bodies emerged. They are ‘The
Indian Institute of Personnel
Management’(IIPM), Calcutta, now ‘Kolkata 'and
the ‘National Institute of labour Management
(NILIM),Bombay now Mumbai. These two
institutes are guiding in Human Resource
Management and Labour management.
• The massive trust on basic industries in India 1st
Five year plan (1956-61), which accelerated
public sector undertakings gave thrust to
personnel management and HRD practices.
2/7/2023 SUVEER JAIN, SDMC UJIRE 14

15. • The professionalism in managing organizations
become quite discernible by 1970s.
• There was a clear shift from welfare approach to
efficiency approach.
• The two professional bodies IIPM and NILM
merged in 1980 to form National Institute or
Personnel Management (NIPM) with Kolkata as
headquarters.
• Evolving along the years, the approach has
shifted to human values and productivity
through people.
2/7/2023 SUVEER JAIN, SDMC UJIRE 15

16. • It is against such a shift in managing
people in the 1990s, a new approach has
emerged as human resource
management(HRM).
• This approach focuses more on
development aspects of human resource.
• In the field of management sciences,
1980 can be called as a decade of
computer and HRD.
• 1990s are likely to continue to be a
decade of new technologies in every field
including human resources.
2/7/2023 SUVEER JAIN, SDMC UJIRE 16

17. • After that many companies started renaming
their Training And Development Department as
Human Resource Development and some have
created separate departments.
• It was 36 years ago our country witnessed
emergence of HRD culture. With the help of
Prof.Udai Pareek and Prof.T.V.Rao.
• They started it as a “Review exercise of the
performance appraisal system” for L&T (Larsen
and Turbo)in 1974-1975.
• Then this further leads to establishment of HRD
departments in SBI and its associates and
Bharat Earth Movers LTD. In Bengluru in 1976-
1978.
2/7/2023 SUVEER JAIN, SDMC UJIRE 17

18. • Further the first HRD workshop was held at IIM-
A in 1979.
• In following years beginning from 1980 a series
of workshop were held to develop HRD
facilitators.
• Than in 1983 Dr.T.V. Rao moved to XLRI as L&T
professor to set up the center of HRD.
• The first HRD Newsletter was started in 1985 by
the center of HRD and sponsored by L&T.
• This was the first family tree of HRD in India.
2/7/2023 SUVEER JAIN, SDMC UJIRE 18

19. Critical HRD Issues
• Strategic management and HRD
• The supervisor’s role in HRD
• Organizational structure of HRD
2/7/2023 SUVEER JAIN, SDMC UJIRE 19

20. Strategic Management & HRD
• Strategic management aims to ensure
organizational effectiveness for the
foreseeable future – e.g., maximizing profits in
the next 3 to 5 years
• HRD aims to get managers and workers ready
for new products, procedures, and materials
2/7/2023 SUVEER JAIN, SDMC UJIRE 20

21. 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
2/7/2023 SUVEER JAIN, SDMC UJIRE 21

22. 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
2/7/2023 SUVEER JAIN, SDMC UJIRE 22

23. HRD Functions
• Training and development (T&D)
• Organizational development
• Career development
2/7/2023 SUVEER JAIN, SDMC UJIRE 23

24. 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
2/7/2023 SUVEER JAIN, SDMC UJIRE 24

25. Training and Development (T&D)
• Development – preparing for future
responsibilities, while increasing the capacity
to perform at a current job
– Management training
– Supervisor development
2/7/2023 SUVEER JAIN, SDMC UJIRE 25

26. 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
2/7/2023 SUVEER JAIN, SDMC UJIRE 26

27. 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
2/7/2023 SUVEER JAIN, SDMC UJIRE 27