2)human resource development

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Introduction to HRD

Henry ford the pioneer in the field ofmanagement state,µ Take out my building, takeout my machines and all capital but leaves mymen with me, I will become Henry found again.µ

´Most business are alike except as to people.µSo, achieving human resources excellence leadsto organization·s excellence. ² A lfred P. Solan



² e onceptOr

What is HRD?Human resource development is a process,

which is concerned with developing the skill,knowledge and competence of people. It aimsat helping people to acquire with developingthe skill, knowledge and competence of people.It aims at helping people to acquirecompetence and contributes to achieve theirpersonal and organizational goal. So, in humanresources development, there is an emphasison improving existing and potential skills of anindividual and on attainment of organizationaland individual goals.



Definitions of HRDAccording to Leonard Nadler, "Human resource development isa series of organised activities, conducted within a specialisedtime and designed to produce behavioural changes."

According to M.M. Khan, "Human resource development is theacross of increasing knowledge, capabilities and positive workattitudes of all people working at all levels in a businessundertaking."

In the words of C.S. Sankar, "Human resource development is aDevelopmental Oriented Planned effort in the personnel areawhich is basically concerned with the development of humanresources in the organisation, improving the existing capabilitiesand acquiring new capability for achievement of corporate andindividual goals".



Cont«In the words of Prof. T.V. Rao, "HRD is a processby which the employees of an organisation are helpedin a continuous and planned way to

(i) acquire or sharpen capabilities required to perform

various functions associated with their present orexpected future roles; (ii) develop their journal capabilities as individual and

discover and exploit their own inner potential fortheir own and / or organisational developmentpurposes;

(iii)develop an organisational culture in which superior- subordinate relationship, team work and collaborationamong sub-units are strong and contribute to theprofessional well being, motivation and pride ofemployees. "



Cont«K.C. Gupta in his research paper HRD isorganisation Concept and Mechanismstates, "HRD means safeguarding,maintaining, improving existing skill as wellas bringing into light the potential skills ofhuman beings (Le. human resources) so asto increase their productivity for ultimatewell-being of organisations as well as theirown."



F eatures of HumanResource development

Human resource development is a process which employees ofthe organisations are recognized as its human resource. Itbelieves that human resource is most valuable asset of theorganisation.

It stresses on development of human resources of theorganisation. It helps the employees of the organisation todevelop their general capabilities in relation to their present

jobs and expected " future role.

It emphasise on the development and best utilization of thecapabilities of individuals in the interest of the employees andorganisation.

It helps is establishing/developing better inter-personalrelations. It stresses on developing relationship based on help,trust and confidence.



Cont«It promotes team spirit among employees.

It tries to develop competencies at the organisationlevel. It stresses on providing healthy climate fordevelopment in the organisation.

HRD is a system. It has several sub-systems. Allthese sub-systems are inter-related and interwoven.It stresses on collaboration among all the sub- systems.

It tries to develop competence at individual, inter- personal, group and organisational level to meetorganisational goal.



Characteristics relating toHRD:

The people have capabilities to learn. They can be developed byproviding them learning opportunities.

Investment, in human resource development can be considered aslong term investment. By investing in development of humanresources long-term returns can be increased.

Human resources can be developed through proper education andtraining system. HRD is not only the responsibility of the country.Industry will have to playa vital role by stressing on HRDactivities.

It is a long-term approach. There is no short-cut to HRD.



Cont«It requires common understanding between people,industry, trade unions and government.

It is required at all levels. It stresses that there isconstant need of retraining and development of peopleto adapt to new technologies.

It provides possibilities for training. It stresses that onthe job training is better than classroom training.

It depends upon needs of the industry. HRD assists inmeeting the objectives of individuals as well asorganisation. So, pace of growth of HRD depends uponthe industry's needs.



Objectives of HumanResource DevelopmentTo develop the capabilities and competencies of human

resources in relation to the present job.

To develop the capabilities and competencies of humanresources in relation to their expected future role.

To build up competencies at individual, inter-personal,group and organisational level to meet the individual andorganisational goals.

To help the development of people and their maximumutilization in the interest of society and nation.

To help the employees to plan their career.



Cont«To develop team spirit and inter-personal relation amongemployees in the organisation.

To provide the employees a climate for job enrichment,openness, innovation, increased communication etc.

To motivate the employees for their contribution bysuitable rewards.

To ensure the availability of competent and committedpeople to occupy key position at higher level.

To achieve better organisation development (OD) systemso that organisation can respond to changes effectively.



Cont«To develop a suitable human resourceinformation system to objective data onemployees /HR.

To increase organisational effectiveness i.e.higher productivity, lower costs, more profits,better organisation image.

To develop an organisational culture



Cont«.To develop the constructive mind and overallpersonality of each employee.

To develop each individual's capabilities to perform thepresent job and to handle future likely roles.

To develop and maintain high motivation level ofemployees.

To strengthen superior-subordinate relationships.



Cont«To develop the sense of team spirit, team

work and inter-team collaboration.

To develop the organisational health,culture and climate.

To general systematic information abouthuman resources.



Benefits of HumanResource Development

Human resource development nowadays is considered as the key tohigher productivity, better relations and greater profitability forany organisation. Appropriate HRD provides unlimited benefits tothe concerned organisation. Some of the important benefits arebeing given here:

HRD (Human Resource Development) makes people more competent.HRD develops new skill, knowledge and attitude of the people in theconcern organisations.

With appropriate HRD programme, people become more committedto their jobs. People are assessed on the basis of their performanceby having a acceptable performance appraisal system.



Cont«.An environment of trust and respect can becreated with the help of human resourcedevelopment.

Acceptability toward change can be created withthe help of HRD. Employees found themselvesbetter equipped with problem-solvingcapabilities.

It improves the all round growth of theemployees. HRD also improves team spirit in theorganisational. They become more open ill theirbehavior. Thus, new values can be generated.



Cont«It also helps to create the efficiency culture in theorganisation. It leads to greater organisationaleffectiveness. Resources are properly utilised and goals

are achieved in a better way.It improves the participation of worker in theorganisation. This improve the role of worker andworkers feel a sense of pride and achievement while

performing their jobs.It also helps to collect useful and objective data onemployees programmes and policies which furtherfacilitate "better human resource planning.



Cont«Human resource is the most important asset in theorganisation.Unlike other resources, human resource can be developedand increased to an unlimited extent.

A healthy climate, characterised by the values ofopenness, enthusiasm, trust, mutuality and collaboration isessential for developing human resource.

HRD can be planned and monitored in ways that arebeneficial both to the individuals and the organisation.

Employees feel committed to their work and theorganisation, if the organisation perpetuates a feeling ofbelonging.



Cont«Employees feel highly motivated if the organisationprovides for satisfaction of their basic and higher levelneeds.

Employee commitment is increased with the opportunityto discover and use one's capabilities and potential inone's work.

The higher the level of manager, the more attentionshould be paid to the HRD function in order to ensureits effectiveness.

The maintenance of a healthy organi8ational climateand the development of its human resource are the

responsibility of every organisation.



Cont««It helps in the integrated growth of employees.

It helps employees to know their strengths andweaknesses and thus enable them to improve theirperformance and that of the organisation.

It facilitates the creation of an environment whereopportunities are available for fuller utilisation ofthe known potentials of the employees. The climateof such an organisation is one of mutuality, trust,collaboration, openness, etc.



Cont«It generates valid data about employees for

personnel functions like training, placement,

selection, promotion etc.

It insists on the provision of feedback andguidance by the superior to the employees forthe improvement of their performance.

It leads to greater organisational

effectiveness.



re-requisites oEffective Human Resource

DevelopmentHuman resource development facilitates developmentof an enabling culture in an organi sation. Enabling

culture means creating an environment whereemployees are motivated to take initiative and risk,they feel enthused to experiment, innovation and theymake things happen. To achieve and to create theeffect the effective HRD certain points must be

studied and considered seriously for having effectiveHRD programme. So, the following prerequisites areessential:



Cont«Communication System and F eedback: A successfulimplementation also depends on proper communicationand feedback system. A proper communication should

be developed and implemented. It should be such whichprovide all important information to the employees fromthe beginning to the end. This system should be formalas well as informal. As we know a communication systemis connected with feedback so the importance offeedback should be understood in full and reliablefeedback system should be structured.



Cont«Conditions for Growth and Development:Human resources are the most important assets in theorganisation. They can be developed to an unlimitedextent. For that a healthy organisational climate(openness, trust, and collaboration) should bedeveloped. The progress of the company must beshared with the employees, their efforts should beappreciated and recognised by giving them rewards,promotions, incentives etc. Their excellence should berewarded in an appropriate and acceptable way. At thesame time punishment can also be given, if required, innormal or exceptional circumstances. So a balancedenvironment among all these should be maintained, soas to create the conditions for development ofworkers.



Cont«I nvestments in HRD Programme: There are no shortcuts tosuccess. The maintenance of a healthy working climate and thedevelopment of its human resources is very complicated process.So to ensure the desired results the top level management andHRD professionals must invest proper time, funds and energy ineach and every programme related to HRD. The top levelmanagement must clear the path, create a development climateand help the employees to realize their potential.

Proper utilisation of Human Resource Skills: HRD managers must

try to make proper utilisation of available and potential humanresource skills. Manpower planning and right sizing of humanresources may be used for this purpose.



Cont«Decentralisation : There should be proper system ofinvolvement of persons of all levels of persons of all levelsof management. If the proper importance is given to eachperson this creates the sense of belonging and commitmentamong the worker. Although major policy decisions, may becentralised t other important decisions should be made withthe involvement of various subordinates. A balancedapproach should be maintained in the centralisation anddecentralisation.



HRDHuman resource development may be defined as acontinuous process to ensure the development ofemployee competencies, dynamism, motivation andeffectiveness in a systematic and planned way.

HRD brings about ¶all-round development· ofthe people so that they can contribute their best

to the organisation, society and the nation.



Cont«Human Resource Development (HRD) may bedefined as development of people by providing theright environment where each individual may grow

to his fullest potentialities. Megginson viewedhuman resources as "the total knowledge, skills,creative abilities, talents and aptitudes of anorganisation's workforce as well as the values,attitudes and beliefs of the individual involved.µ



Cont«According to Ishwar Dayal, HRD involves:

Ways to better adjust the individual tohis job and the environment,.The greatest involvement of an employee

in various aspects of his work; andThe greatest concern for enhancing the

capabilities of the individual



Nature of HRDSystem PerspectiveBehavioral Science KnowledgeContinuous ProcessQuality of Life



Cont«System Perspective. HRD is said to be core of a larger systemknown as Human Resource System. It is concerned with providinglearning experience for the organisational members to developtheir competencies. HRD is only a sub-system of the organisationwhich is integrated with all other sub-systems such asproduction, finance, marketing, etc.

HRD is viewed as a system consisting of severalinterdependent and interrelated sub-systems. These includeperformance appraisal, potential appraisal, role analysis, training,

job enrichment, communication, etc. In designing a humanresource development system, enough attention should be paid

to building linkages between the various sub-systems. Theselinkages can be established in number of ways depending uponthe components of the system.



Cont«Behavioural Science Knowledge . Human Resource Developmentmakes use of principles and concepts bf behavioural sciences forthe development of people. It uses knowledge drawn frompsychology, sociology and anthropology for planning andimplementing various programmes for the development of

individuals, groups and the organisation.Continuous Process. As a dynamic and pro-active process, HRDbelieves in and emphasises the need for 'continuous development'of personnel to face the innumerable challenges in the functioningof an organisation. However, HRD mechanisms, processes, policies,etc. differ from organisation to organisation to suit the need ofthesituation. HRD sub-systems are deeply interlinked with the social,cultural, economic and political factors.



Cont«Quality of Life . In general, HRD has its relevanceto the "quality of human life improvement". At theorganisation level, it is concerned with improvingthe quality of work life so as to achieve greatersatisfaction of employees and higher level ofproductivity.

2)human resource development

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