O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a navegar o site, você aceita o uso de cookies. Leia nosso Contrato do Usuário e nossa Política de Privacidade.
O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a utilizar o site, você aceita o uso de cookies. Leia nossa Política de Privacidade e nosso Contrato do Usuário para obter mais detalhes.
O slideshow foi denunciado.
Desbloqueou transferências ilimitadas no SlideShare!
Dear friends, Welcome to the session, Presentation on Human Resources Development. HRD is one the most important functions in modern business management. It deals with the people that make an organization. It deals with finding the right people and ensuring that they function as an integral part of the company in the right capacity and contribute their optimum to the betterment of that company.
An organization, a company or any other business outfit is built with people. Different people handle different jobs or duties. Each one should have a well defined job profile so that his work fits his role. We have workers, team leaders, supervisors, section heads, managers, vice presidents, directors and the Chairman. Finding people to fit specific roles, training them, motivating them, disbursing remuneration and taking care of their welfare are the functions of Human Resource Management.
HRD has its deep roots in all the ancient civilizations. When man was in his hunting and gathering days, he needed weapons for hunting and implements to plough the land and harvest his crops. A group of people who were skilled in making these instruments and implements emerged as a distinct group whose services were needed for the society. They founded religions and to take care of their spiritual needs, a group called the priestly class came into existence. They became powerful and supported a warrior class who in turn became the ruling class with a king or other noblemen. There started a separate class of people who became the artisans classes. Thus Egypt had foot soldiers, brewers, musicians and luggage carriers. Rome had the warriors, artisans and the rulers. Greece had soldiers, rulers and philosophers. These classes trained their members and encouraged them to continue their trades. The elders and experienced people of that community identified the candidates, identified their talents, trained them in the required arts and trades and placed them where they were needed.
In India one of the best systems in social HRD grew strong. It was called the VARNASHRAMA. The learned classes became the teachers, advisors and priests. They were called the brahmins. The Kshatrias became the warriors and rulers. The Vaishyas were the traders and merchants. They were rich business people. The people who did all the menial work became the Shudras. The Brahmins were at the top and the Shudras were at the bottom.This system was so well defined that it has survived to this day. This became the best HRD system.
What are the functions of HRD ? HRD is defined by an eminent polish thinker, Jayessef, as a systematic study of the factors in relation to the human resource , in simple words, the total of men and women taking part in the running of an organization. Another French tycoon Fernsjay tells us that HRD is concerned in identifying , procuring , training , placing, paying and taking care of the people who make the organization with a view to improve the organization.
The first function of HRD is to plan which persons will fill what position and how and when they will function or operate. The qualities needed to achieve the optimum from a given task are identified and listed. These may include age, general qualification like degree, specific qualification like professional course or a technical degree, experience at some workplaces or some duration, some qualifying examination or training etc.
. Evaluation This step takes care of the evaluation of the applicant’s abilities. The applicant may be given a written examination. There may be a viva voce examination. There may be a practical demonstration of the required abilities or values. The grading may be according to an accepted formula or a specifically laid down procedure. The candidate is evaluated and he is accepted or rejected. This is one of the major functions of HRD.
The accepted candidates may further have to take a orientation test or may have to undergo a probation period during which he may be evaluated more strictly. Now he is recruited and becomes the company’s employee. Now starts the training period. Each employee is initially trained to prepare him or her to fit the job profile defined. This enhances the capabilities of the employee and adds to his work value. At a later time he may be trained to keep him current in knowledge and technology. This keeps the employee always valuable to the organization.
Further the trained employee is given his workplace where he has to serve. It may be clerical dept., planning dept., technical and maintenance dept., production dept,. Packing and forwarding or the marketing and sales dept. He has to fit his workstation and his remuneration is fixed according to the standard or agreed conditions. The salaries and wages including minimum wages, living wages and just wages. They are fixed after taking into account government legislation, industry standards, market conditions and service rules.
Apart from agreed upon salary and wages an employee is further motivated if his contribution is recognized by awarding him and rewarding him. This will not only motivate him to do better, but also make him very loyal to his organization. He will do his best to excel in his work and contribute more and more towards the betterment of the organization.
Any study developed along scientific lines has specific objectives. HRD has become such a systematic study in the recent days. Surely there are reasons why it has developed. Now let us go through the objectives of HRD briefly.
It is the HRD that takes care of improving the morale of the employees by catering to their welfare, safety and health needs. The employee is insured and protected against hazards.So far we have seen the major functions of HRD.
What are the objectives of HRD ? Let us examine. The overall aim of HRD is to increase productivity. An organiszation is built of people. They are the bricks that make the building. If the people are efficient in the work area that is entrusted to them, then the company will be strong. The services and products that the company offers will be of quality. If the people are inefficient, then the products and the services will be of lower quality. It is the aim of HRD to make the employees fit for their work and thus make them efficient. An efficient work force will increase productivity. All the component sections of the company will co ordinate well and carry on the work well. Thus the first objective of HRD is to improve productivity.The second objective is to identify talents and develop them. In many cases it is possible that the employee who is fit for a particular work may have extra talents that may help his promotion to a higher responsibility. This will, in the long run help the company because there is no need to find new people with new talents.
A happy employee is an asset. He will do everything to see his company prosper. He will respect the company that takes care of his needs and his welfare. HRD finds out the best things that will make an employee happy. By giving him good salary , benefits, good work environment and safe conditions the company will make the employee loyal. It boosts the morale of the employee.HRD seeks to create an organizational culture. An organization has its own relationships, order of preferences, ranks of responsibility and importance. HRD trains the employee respect superiors, treat the sub-ordinates well and carry on responsibilities entrusted to him. He works for the improvement of the organization.
HRD seeks to build a team spirit among the employees. The employees are expected to work in teams where every team member does his work and gives his contribution to the whole. If the team has to succeed, the member should take up his or her responsibility.HRD also seeks to build a well researched data base that is compiled after careful consideration and study of various situations. This data base is useful to handle and tackle similar situations in the future. Right decisions can be taken if we have proved knowledge of situations that happened before-hand.
HUMAN RESOURCES DEVELOPMENT
AN ORGANIZATION, IN ITS ABSTRACT
FORM, IS A BUILDING WITH PEOPLE AS ITS
STRONG PEOPLE MAKE A STRONG
OBJECTIVES OF HRD
AND DEVELOP THEM
We have , in brief seen the
meaning of HRD
The functions of HRD and the
objectives of HRD, We have also
dealt with the presence of HRD
during ancient civilizations of
Egypt, Greece, Rome and India.
This presentation was planned and
5th Sem students of
A.V. Baliga College Of Commerce
KUMTA , Karnataka