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Definition of HRD

The document provides an overview of human resource development (HRD) including: 1) Defining HRD as systematic activities designed to provide employees with necessary skills to meet current and future job demands. 2) Stating objectives of HRD such as continuous development of employees, suitable training programs, and preparing new staff. 3) Outlining the evolution of HRD from early apprenticeship programs to the emergence of HRD as a field.

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96 views7 pages

Definition of HRD

The document provides an overview of human resource development (HRD) including: 1) Defining HRD as systematic activities designed to provide employees with necessary skills to meet current and future job demands. 2) Stating objectives of HRD such as continuous development of employees, suitable training programs, and preparing new staff. 3) Outlining the evolution of HRD from early apprenticeship programs to the emergence of HRD as a field.

Uploaded by

amateur1984
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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A

REPORT ON
HUMAN RESOURCE
DEVELOPMENT

Submitted by Submitted to
Khushbu Pareek Dr. Jyotasana Mehta
ROLL NO.50
Definition of HRD

• A set of systematic and planned activities designed by an organization to


provide its members with the necessary skills to meet current and future
job demands.

OBJECTIVES

• Develop human resource of the company continuously for better


performance to meet objectives.

• Provide opportunity for development of different level of employees.

• suitable need based training programs

• Prepare newly inducted staff to perform their work with high level of
competency and excellence.

• Meet social obligations of industry to contribute towards the excellence of


technical and management education.

• Assist the existing and potential customers in the better use of our
equipments by training the employees.

• Promote a culture of creativity, innovation, human development, respect


and dignity.

• Achieve excellence in every aspect of working life.

• Create environment for the trainees conducive to their character building.


Evolution of HRD

• Early apprenticeship programs

• Early vocational education programs

• Early factory schools

• Early training for unskilled/semiskilled

• Human relations movement

• Establishment of training profession

• Emergence of HRD

HRD Functions

• Providing skill input to apprentices and trainees

• Identifying training needs and imparting training

• Outside deputation for competency enhancement

• Competency mapping

• Organisational development activities

• Conducting sessions and workshops

• Training and development (T & D)

THE NEED FOR HRD:


BUSINESS AND ECONOMICS CHANGED

• HRD can be ‘a platform for organisational transformation,

• a mechanism for continuous organisational and individual renewal

• and a vehicle for global knowledge transfer’.


THE NEED FOR HRD

• Implementing a new policy

• Implementing a strategy

• Effecting organisational change

• Changing an organisation’s culture

• Meeting changes in the external environment

• Solving particular problems

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

• Development – preparing for future responsibilities, while increasing the


capacity to perform at a current job

– Management training

– Supervisor development

Benefits of Training and Development

• Training and development helps the employees to achieve their personal


goals which in turn help to achieve the overall organizational objectives.

• Thus, we can bifurcate the benefits of training and development into two
broad heads:
• Organizational benefits

• Personal benefits

Organizational benefits:

• Improves the morale of the workforce.

• Leads to improve profitability and more positive attitudes


towards profit orientation

• Improves the job knowledge and skills at all levels of the


organization.

• Aids in organizational development

• Improves relationship between superior and subordinate.

Personal benefits

• Helps the individual in making better decisions and effective problem


solving.

• Aids in encouraging and achieving self-development and self-


confidence.

• Provides information for improving leadership, knowledge,


communication skills and attitudes.

• Helps a person handle stress, tension, frustration and conflicts.

• Helps a person develop speaking and listening skills.

• Helps eliminate fear in attempting new tasks.


Training & HRD Process Model
Challenges for HRD

• Changing workforce demographics

• Competing in global economy

• Eliminating the skills gap

• Need for lifelong learning

• Need for organizational learning

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