Asst. Prof.

Simran Kour
Introduction to Human Resource
Development

Asst. Prof. Simran Kour

 Definitions
 “ Those learning experiences which are organized for a specific time and
designed to bring abut the possibility of behavioral change”.
- Leonard Nadler (1969)

Asst. Prof. Simran Kour

 “ HRD is a process in which the employees of an organization are
continually helped in a planned way to
• Acquire or sharpen capabilities required to perform various functions
associated with their present or expected future roles.
• Develop their general capabilities so that they may be able to discover their
own inner potentialities and explore them to full for their own and
organisational development purpose.
- T.V. Rao

Asst. Prof. Simran Kour

 Features of HRD
 It is a planned and systematic approach to the
development of the people.
 It is a continuous process of developing the
competencies of the people, motivating them to
continuous improvement in their efficiencies.
 It is based on the belief system that the development
of an individual is a never-ending process.
 It is a inter-disciplinary concept and involves
confluence of ideas from many sciences. Different
streams contribute differently towards the human
resource development. Asst. Prof. Simran Kour
 At the Micro level, it is concerned with improving the
skills, attitudes and behaviours of employees to
benefit both the individual as well as organization.
 At the Macro level, it is concerned with the
development of people by providing them the right
environment to grow and realise his fullest potential.
It is the part of educational planning for nations’s
welfare.

Asst. Prof. Simran Kour

 Importance of HRD
 Empowers and strengthens executive skills. It
enhances the capabilities of people by exploring their
hidden potentials and shaping them to achieve
organisational goals.
 Improves the communication system to open the
channel of communication, so that every one
understands the other person in a better way and there
is no chance of ambiguity.
 Helps the organisation in keeping the right the person
at the right place for the right time and making its
effective use.
Asst. Prof. Simran Kour
 Enhances the employees morale as well as develops
the sense of belongingness as proper rewards are
being given to the star performer.
 Improves co-ordination and co-operation which leads
to cohesive groups and teams.
 Provides a concrete raw material to facilitate human
resource planning and control.

Asst. Prof. Simran Kour

 Creates trust and openness among employees and
develops analytical and rational skills among
employees which helps them in becoming more
innovative, proactive and risk taking.
 Makes employees ready to change and undergo
transformation and relearn after unlearning what they
had already learnt.
 Ultimately leads to overall growth and development
of the employee.

Asst. Prof. Simran Kour

 Objectives of HRD
 To develop the capabilities of each employee as an
individual.
 To develop the professional and technical skills of an
individual.
 To develop team-spirit and functioning in every
department and to develop the sense of co-ordination
and co-operation among different departments.
 To develop a cordial and harmonious relationship
between the subordinate and supervisor. Thus,
increasing the overall efficiency of the total
organisation. Asst. Prof. Simran Kour
 Functions of HRD
To develop the specific and clear HR policies
and to monitor its implementation.
To motivate all the employees to develop a
desire to learn and develop consistently.
To design innovative ways and systems to
develop and strengthen the HRD.

Asst. Prof. Simran Kour

To be aware of the organisational objectives
and focus all HRD effort to achieve these
goals.
To develop perfect co-ordination between
trade unions and other regulatory bodies.
To develop research development centres and
motivate people to undergo research processes
and come out with new ideas and concepts.

Asst. Prof. Simran Kour

 Evolution of HRD in India
 The concept of HRD came into picture only in
1970’s. Prof. Udai Pareek & Prof. T.V. Rao had
pioneered the concept of HRD in 1974, signifying the
people development orientation in India.
 Larsen and Tourbo was the pioneer in India to design
and implement and integrated HRD system in the
1970’s. Udai Pareek while addressing the top
management of SBI Hyderabad introduced them the
concept of HRD. Afterwards they started HRD
system & HRD department.
Asst. Prof. Simran Kour
 In 1978 Udai Pareek & SK Bhattacharya recommended the establishment
of a HRD department in Bharat Earth Movers Limited, Bangalore.
 In 1981 T.V. Rao wrote an article on “ HRD old wine in a new bottle”
explaining the concept of HRD in India.
 BHEL introduced this concept in 1980.

Asst. Prof. Simran Kour

 A survey conducted in 1982 by T.V. Rao revealed that
the organisations started implementing HR policies with
positive approach and the techniques like open appraisal
system, training and development, grievance handling
etc were also used in the developed organisations.
 It was concluded after survey that only 17 to 53
companies had formal policy focusing on HRD.
 The top management’s commitment and devotion
towards effective implementation of HRD was also not
satisfactory. Slowly the need and importance of HRD
evolved and the Indian Government also started
realising its importance.

Asst. Prof. Simran Kour

A separate ministry of human resource was
created on 26th September, 1985, though
then174th amendment to the Government of
India (allocation of business) Rules 1961.
Government is also making a valuable
contribution by formulating new policies to
develop appropriate linkages between
education, public health, adult literacy and
other social programmes so as to ensure the
overall development of people in the country.
Asst. Prof. Simran Kour
 The HRD also develops various vocational education programmes and
apprenticeship programmes.
Emergence of HRD

Establishment of training as a profession

Human relations movement

Training for unskilled/semiskilled

Training in the factory

Vocational education programmes

Apprenticeship programmes
Evolution of HRD
Asst. Prof. Simran Kour
 The Commodity Concept : Labor is regarded as the
commodity to brought & sold. Wages were based on
the demand & supply. Government did very little to
protect the worker.
 The Factor of Production : Labor was considered as
factor of production only like money, material &
land, etc.
 The Goodwill Concept : Welfare measures like
safety, first aid, lunch room, rest room, will have a
positive impact on the worker productivity.

Asst. Prof. Simran Kour

 Paternalistic Concepts/Paternalism : Manager must
assume a fatherly & protective attitude towards the
Employees. It doesn’t mean merely providing
benefits rather satisfying various needs of the
Employees. Just as parent meet the requirement of
children.
 Humanitarian Concept : To improve productivity.
Employee’s social, psychological & physical needs
must be met. Organisation is a social system that has
both economic & social dimension.

Asst. Prof. Simran Kour

 The Human Resource Concept : The Employee’s
are the most valuable assets of the Organisation.
There should be a conscious effort to realize
organizational goals by satisfying the needs &
aspirations of Employees’s.
 The Emerging Concept HRD : Employees should
be considered as a partner in the progress of the
company. Manager must provide better quality of
working life & provide opportunities to people to
exploit their potential fully. The entire focus should
be on HRD.

Asst. Prof. Simran Kour

 Basis Personnel Management HRM

Approach Traditional Modern

Treatment of Machine or Tools Asset

Manpower
Type of Function Routine Function Strategic Function

Basic of Pay Job Evaluation Performance Evaluation

Management Transactional Transformational

Role
Management Procedure Business Needs
Action
Communication Indirect Direct

Asst. Prof. Simran Kour

 Basis Personnel Management HRM

Initiative Piecemeal Integrated

Labour Collective Bargaining Individual Contracts

Management Contracts
Decision Making Slow Fast

Job Design Division of Labour Groups/Team

Focus Primarily on mundane Treat manpower of the

activities like Employee organisation as valued
hiring, remunerating, training assets, to be valued
and harmony used and preserved

Asst. Prof. Simran Kour