​HRD-Systems and Strategies

Unit 1st

Emergence of Human Resource Development

(HRD):-
The emergence of Human Resource Development (HRD) can be
traced back to the growing recognition of the importance of human
capital in organizational success. Initially, HRD focused primarily
on training and development, but it has evolved into a broader
concept that encompasses various aspects of workforce
management.

1. Historical Context: The roots of HRD can be found in the early

20th century when organizations began to realize that investing in
employee training could enhance productivity. The industrial
revolution highlighted the need for skilled labor, leading to the
establishment of formal training programs.

2. Shift in Focus: Over time, HRD expanded to include not just

training but also career development, organizational development,
and performance management. This shift was driven by the
understanding that employee development is crucial for adapting
to changing market demands and fostering innovation.

3. Integration with Business Strategy: In recent decades, HRD has

become more integrated with overall business strategy.
Organizations now recognize that a skilled and motivated
workforce is essential for achieving competitive advantage, leading
to a more strategic approach to human resource management.

Overall, the emergence of HRD reflects a growing awareness of the

critical role that people play in organizational success and the need
for continuous investment in their development.

The Relationship between HRM and HRD:-

The relationship between Human Resource Management (HRM)
and Human Resource Development (HRD) is interconnected and
vital for the overall effectiveness of an organization. Here’s a
breakdown of how they relate to each other:

1. Definition: HRM refers to the overall management of an

organization’s human resources, including recruitment, selection,
compensation, and employee relations. HRD, on the other hand,
focuses specifically on the development and training of employees
to enhance their skills and knowledge.

2. Goals: The primary goal of HRM is to ensure that the

organization has the right people in the right positions to achieve
its objectives. HRD supports this goal by providing employees with
the necessary training and development opportunities to perform
their roles effectively and to prepare for future positions within the
organization.

3. Integration: HRM and HRD must work together to create a

cohesive strategy for managing and developing talent. HRM sets
the framework for policies and procedures, while HRD implements
programs and initiatives that align with those policies to foster
employee growth and development.

4. Employee Performance: Effective HRM practices lead to better

employee performance and satisfaction, which in turn creates a
need for HRD initiatives. Conversely, strong HRD programs can
enhance employee capabilities, making them more valuable to the
organization and supporting HRM’s objectives.

5. Organizational Success: Ultimately, both HRM and HRD

contribute to the overall success of the organization. HRM ensures
that the right talent is acquired and retained, while HRD focuses on
continuous employee development, ensuring that the workforce is
skilled, motivated, and aligned with the organization’s goals.

6. Complementary Functions: HRM and HRD are complementary

functions within an organization. While HRM deals with the
administrative and operational aspects of managing people, such
as hiring, payroll, and compliance, HRD focuses on enhancing
individual and organizational performance through training and
development. This means that HRM lays the groundwork for
effective HRD by ensuring that the right people are in place and
that organizational policies support development initiatives.

7. Strategic Alignment: Both HRM and HRD must align with the
organization's strategic goals. HRM establishes the framework for
workforce planning and talent management, while HRD ensures
that employees have the skills and competencies needed to meet
those goals. When both areas work together strategically,
organizations can better respond to market changes, innovate, and
maintain a competitive edge.

8. Employee Engagement and Retention: A strong HRM strategy

that includes effective HRD initiatives can lead to higher levels of
employee engagement and retention. Employees are more likely to
feel valued and committed to the organization when they see
opportunities for personal and professional growth. This creates a
positive cycle where engaged employees contribute to
organizational success, which in turn supports HRM objectives.

9. Performance Management: HRM often involves performance

management systems that assess employee performance and
outcomes. HRD plays a crucial role in this process by providing the
training and development necessary to address performance gaps.
By integrating performance management with development
opportunities, organizations can ensure that employees are
continuously improving and adapting to new challenges.

10. Cultural Development: HRM shapes the organizational culture

through policies and practices, while HRD fosters a culture of
learning and development. When HRM promotes a culture that
values growth, it encourages employees to take advantage of HRD
opportunities, leading to a more skilled and adaptable workforce.
This cultural alignment enhances overall organizational
effectiveness.

Role of HRD Professionals:-

HRD professionals, or Human Resource Development
professionals, are individuals who specialize in the training and
development of employees within an organization. They focus on
enhancing the skills, knowledge, and competencies of the
workforce to improve overall performance and productivity.
The role of an HRD (Human Resource Development) professional is
crucial in fostering the growth and development of employees
within an organization. Here are some key responsibilities and
functions of an HRD professional:
1. Training Needs Assessment: HRD professionals identify the
training and development needs of employees by conducting
assessments, surveys, and interviews. This helps in understanding
skill gaps and areas for improvement.

2. Designing Training Programs: They design and develop training

programs and workshops that align with organizational goals and
employee needs. This includes creating content, choosing training
methods (such as workshops, e-learning, or on-the-job training),
and setting learning objectives.

3. Facilitating Training Sessions: HRD professionals often facilitate

training sessions, workshops, and seminars. They may also
coordinate with external trainers or consultants to deliver
specialized training.

4. Evaluating Training Effectiveness: After training programs are

conducted, HRD professionals assess their effectiveness through
feedback, assessments, and performance metrics. This evaluation
helps in refining future training initiatives.
5. Career Development and Planning: They assist employees in
career development by providing guidance on career paths,
mentoring programs, and succession planning. This helps
employees understand their growth opportunities within the
organization.

6. Organizational Development: HRD professionals play a role in

organizational development by implementing initiatives that
enhance workplace culture, employee engagement, and overall
organizational performance.

8. Promoting a Learning Culture: They advocate for a culture of

continuous learning and development within the organization,
encouraging employees to pursue professional development
opportunities and lifelong learning.

Functions of HRD-Training and Development:-

1. Training and Development: One of the primary functions of HRD
is to design and implement effective training and development
programs. These initiatives aim to equip employees with the
necessary knowledge and skills to perform their jobs efficiently.
Training programs can cover a wide range of topics, including
technical skills, leadership development,customer service, and
compliance training.By investing in employee
development,organizations foster a culture of continuous learning,
leading to improved performance and employee satisfaction.

2. Performance Management: HRD helps in

establishing performance appraisal systems to evaluate employee
performance. This includes setting performance standards,
conducting evaluations, and providing feedback to employees.

3. Career Development: HRD focuses on career planning and

development for employees. This involves helping employees
identify their career goals and providing opportunities for
advancement within the organization through mentorship and
coaching.

4. Organizational Development: HRD works to improve the overall

effectiveness of the organization. This includes implementing
change management strategies,fostering a positive organizational
culture, and enhancing communication within the organization.

5. Succession Planning: HRD is involved in identifying and

developing potential future leaders within the organization. This
ensures that there are qualified individuals ready to fill key
positions as they become available.