UNIT 1: HUMAN

RESOURCE
DEVELOPMENT
 CONCEPT OF HRD
• The part of human resource management that
specifically deals with training and development of the
employees.
Human resource development includes training an
individual after he/she is first hired, providing
opportunities to learn new skills, distributing resources
that are beneficial for the employee's tasks, and any
other developmental activities.
 NATURE OF HRD
• 1. Systematic approach:
HRD is a systematic and planned approach through which the efficiency of
employees is improved. The future goals and objectives are set by the entire
organization, which are well planned at individual and organizational levels.

• 2. Continuous process:
HRD is a continuous process for the development of all types of skills of
employees such as technical, managerial, behavioural, and conceptual. Till
the retirement of an employee sharpening of all these skills is required. HRD
is a continuous process for the development of all types of skills of
employees such as technical, managerial, behavioural, and conceptual. Till
the retirement of an employee sharpening of all these skills is required.

CONT…
• 3. Multi-disciplinary subject:
HRD is a Multi-disciplinary subject which draws inputs from behavioural
science, engineering, commerce, management, economics, medicine, etc.

• 4. All-pervasive:
HRD is an essential subject everywhere, be it a manufacturing organization or
service sector industry

• 5. Techniques:
HRD embodies with techniques and processes such as performance appraisal,
training, management development, career planning, counselling, workers’
participation and quality circles.
 SCOPE OF HRD
• HRD deals with efficient utilization of human resources and it is a part of
HRM. HRD deals with efficient utilization of human resources and it is a part
of HRM.
• Human resource being a systematic process for bringing the desired
changes in the behaviour of employees involves the following areas:
1. Recruitment and selection of employees for meeting the present and future
requirements of an organization.
2. Performance appraisal of the employees in order to understand their
capabilities and improving them through additional training.
3. Offering the employees’ performance counselling and performance
interviews from the superiors.
4. Career planning and development programmes for the employees.
5. Development of employees through succession planning.
CONT…
6. Workers’ participation and formation of quality circles.
7. Employee learning through group dynamics and empowerment.
8. Learning through job rotation and job enrichment.
9. Learning through social and religious interactions and programmes.
10. Development of employees through managerial and behavioural skills.
 OBJECTIVES OF HRD
• 1. Equity:
Recognizing every employee at par irrespective of caste, creed, religion and
language, can create a very good environment in an organization. HRD must
ensure that the organization creates a culture and provides equal
opportunities to all employees in matters of career planning, promotion,
quality of work life, training and development.
• 2. Employability:
Employability means the ability, skills, and competencies of an individual to seek
gainful employment anywhere. So, HRD should aim at improving the skills of
employees in order to motivate them to work with effectiveness.
• 3. Adaptability:
Continuous training that develops the professional skills of employees plays an
important role in HRD. This can help the employees to adapt themselves to
organizational change that takes place on a continuous basis.
 FUNCTIONS OF HRD
• 1. Employee training and development,
• 2. Career planning and development,
• 3. Succession planning,
• 4. Performance appraisal,
• 5. Employee’s participation in management.
 RELATION BETWEEN HRM &
HRD
• A symbiotic relationship exists between human resource management &
human resource development. Several professionals in HRD might be
responsible for employee growth duties. HR personnel recruit and hire
people, among other things, and HRD employees develop those workers
into productive colleagues. HRM and HRD duties often overlap, because
both human resources departments work together to help an organization
reach its full potential.
 HRD MECHANISMS
A well designed HRD programme should have the following mechanisms:
•1. Performance Appraisal : Performance appraisal is the process of
determining how well a worker is performing his job. The object of appraisal is
to determine the present state of efficiency of a worker in order to establish the
actual need for training. The process of performance appraisal consists of:
·    Setting standards for performance
·    Communicating the standard to the employees
·     Measuring the performance
·     Comparing the actual performance with the standards set.
• 2. Potential Appraisal: Potential appraisal provides necessary data which
helps in preparing career plans for individuals. It aims at development of latent
abilities of individual.

CONT…
• Feedback Counseling:
Feedback of performance data can be used to monitor individual development
and for identifying training needs. Counseling helps employees in recognizing
their strengths and weakness.
• Training:
Training is a process that involves the acquisition of skills, concepts and attitudes
in order to increase the effectiveness of employees in doing particular jobs.
•  Role Analysis:
Role analysis is a participatory process which aims at defining the work content of
a role in relation to all those with whom the role occupant has significant
interaction in the performance of his job.

CONT…
• Career Planning:
It is the planning of one’s career and implementation of career plans by means of
education, training, job search and acquisition of work experiences.
• Job Rotation:
The work-task should be rotated among the employees so as to broaden their
field of specialization as well as their knowledge about the organisation’s
operation as a whole.
• Reward system:
Rewarding employees performance over and above their normal wages and
salaries is considered to be an important task of the HRD.
• Human Resource Planning:
It is the process aimed at ensuring that the organisation will have adequate
number of qualified persons, available at proper time, performing jobs which
would meet the needs of the organisation.
 ROLES OF HRD
PROFESSIONALS
•  The concept of HRD was developed and implemented in western countries more
than 30 years ago but in developing countries it is a brand new trend and they are
just getting familiar with it in a slow pace. At earlier stages the roles played by HRD
Professionals were limited as a HRD Executive/Manager or a HRD practitioner. 
• The HRD Executive or Manager normally assumed a leadership role in the executive
development and often served as an adviser to the chief executive officer and other
executives. The outputs of this role included long-range plans and strategies,
policies, and budget allocation schedules. 
• On the other hand, HRD practitioners were primarily responsible for direct employee
development through fostering learning in individuals, groups or the organization
more collectively. They used to incorporate network and build relationships directly
with individual employees and managers to obtain support, resources, information,
and knowledge.
• With change in the organizational environment, global economy, technology, work
force the roles played by the HRD professionals has also undergone a lot of change.
At present the HRD Professionals are playing the following roles. 
• Strategic adviser - helps the decision makers on issues related with HRD.
• Administrator – provides coordination and support services for the delivery of HRD
programs and services.
• Evaluator – identify the impact of an intervention on individual or organizational
effectiveness.
• HR systems designer and developer- assists the HR management in designing and
developing HR systems in an organization to increase its performance. 
• Needs Analyst – The role of identifying ideal and current performance and
performance conditions and determining causes of discrepancies.
• Organizational Change agents- helps management in designing and implementing
change strategies to transform the organization. The result is more efficient work
teams, intervention strategies, and quality management and change reports. 
• Organization Design Consultant- advises the management on work systems design
and efficient use of available human resources. 
• Instructional Designer or Learning Programme Specialist -identify the needs of the
employees and develop and design the required learning programmes. They also
prepare materials and other learning aids for these programmes. 
• Career Counselor - assists individual employees to assess personal competencies,
values, and goals and to identify, plan, and implement development and realistic
career actions.
• Coach or a Performance Consultant - advises line managers about the appropriate
intervention designed to improve the performance of the group or an individual. 
• Researchers - They are responsible for developing or testing new
information (theory, research, concepts, technology, models, hardware, and so on)
and assess the human resource development practices and programmes with the
help of appropriate statistical procedure to find out their effectiveness and then they
communicate the results to the top level management.
 CHALLENGES IN HRD
• (a) Culture or attitude: 
Different countries have different culture and as the world has become a
global village HRD Professionals have to face the cultural challenges in
different countries or with the employees belonging to the different countries.
• (b) Technology or skills: 
The pace of technological development is very high and the new
technologies are replacing the older ones quickly. Same is the case with
techniques and technologies use for training. An HR professional has to
upgrade his skills and knowledge to meet the requirements of the new
generation.
• (c) Values of behaviour: 
The HRD professionals have to adjust themselves to the emerging new
values as principle centric leadership is becoming trend in the corporate
world. Values like trust credibility timeliness and the simpler rules are
becoming the corners stone of many businesses.
• (d) Knowledge or information:
Enhancement of knowledge is also a big challenge for HRD professional as they
have to understand the different philosophies demonstrated at different places in the
world. For example the philosophy related to leadership changes dramatically in
organizations from different parts of the world
• (e) Life style or habits: 
The life style of an employee is also important for HRD professionals because they
have to understand the habits of the employees and then decide the training that
needs to be imparted for bringing a change in the habits of the employees.
• (f) Knowledge of new practices:
An HRD professional has to be aware of the new practices adopted by the
organization around globe. An HRD professional should know about the practices like
dignity of individual, retention of employees, leadership by examples, clear
conscience relationship with employees share holder, vendors, suppliers, customers
and society at large.
• (g) Environment:
An open environment is required for the success of an organization. The
organizational environment should have meritocracy, fearless, justice, speed
imagination and accountability. It is the job of the HRD professional to inspire the
employee to perform better ones this environment is created in the organization.