1. Human ResourceDevelopment (HRD)By: Prakash Dhakal, MBA in HRM - IBMS College - 2012

2. Objectives of the PresentationTo figure out the development process of HRD fromits beginning in Global and Indian ContextTo give the core concept, objectives and to figureout the profession of HRDTo make Discussion on HRD Challenges and TrendsHuman Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 3. Outlines 1 Definition: HRD 2 HRD in Global and Indian Context 3 HRD A Profession 4 HRD Practice in the Organizations 5 The Challenges of HRDHuman Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 4. Definition: HR DevelopmentNadler (1970), HRD as a series of organizedactivities conducted within the specified period time,and designed to produce behavioral change.Common Activities within HRD are:TrainingEducation &DevelopmentRevised Definition, Nadler (1984), HRD as organizedlearning experience in a defined time period toincrease the possibility of job performance & Growth.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 5. Definition: HR DevelopmentA recent review of the definition of HRD by Mcleanand Mclean (2001) provides many insight into thefield of Human Resource Development (HRD) >> HRD may vary from one country to another andnational differences are crucial factor in determiningthe way professionals works. Examples >> In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR. Professionals, organizations and Academics seems to contribute to the definition of HRD. US definition of HRD seems to have influenced the definition on many other countries.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 6. Definition: HR DevelopmentA recent review of the definition of HRD by Mcleanand Mclean (2001) provides many insight into thefield of Human Resource Development (HRD) >> HRD may vary from one country to another and national differences are crucial factor indetermining the way professionals works. In several countries, HRD is not distinguished fromHR but is seen systematically as a part of HR. Professionals, organizations and Academics seems to contribute to the definition of HRD. US definition of HRD seems to have influenced the definition on many other countries.Human Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 7. Definition: HR DevelopmentA recent review of the definition of HRD by Mcleanand Mclean (2001) provides many insight into thefield of Human Resource Development (HRD) >> HRD may vary from one country to another and national differences are crucial factor indetermining the way professionals works. In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR. Professionals, organizations and Academics seemsto contribute to the definition of HRD. US definition of HRD seems to have influenced the definition on many other countries.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 8. Definition: HR DevelopmentA recent review of the definition of HRD by Mcleanand Mclean (2001) provides many insight into thefield of Human Resource Development (HRD) >> HRD may vary from one country to another and national differences are crucial factor indetermining the way professionals works. In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR. Professionals, organizations and Academics seems to contribute to the definition of HRD. US definition of HRD seems to have influenced thedefinition on many other countries.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 9. Definition: HR DevelopmentMclean and Mclean (2001), Revised GlobalDefinition of HRD (after reviewing various definitionsin the world)HRD is any process or activity that, either initially orover the longer term, has the potential to developadults work based knowledge, expertise, productivity,and satisfaction, whether for personnel or group/teamgain, or for the benefit of an organization, community,or ultimately the whole humanity.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 10. HRD Research Concerns360 Feedback Mentoring and ModelingAction LearningNeeds Assessment Career DevelopmentOrganizational CommitmentChange and its ManagementOrganizational DevelopmentEducationPerformance AppraisalsCulture and DiversityProfessional Development Diversity Training Effectiveness EvaluationTransfer LearningGlobal HRD Work Values Informal Learning Work Place Learning Knowledge ManagementManagement Development Leadership DevelopmentLearning OrganizationsHuman Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 11. HRD in Global Context As the concept of HRD is new, implementation of the concept of HRD is rapidly increasing. HRD is more implemented and practiced as developed countries rather then developing countries. HRD Practice in USA and other countries: HR is rather well developed field in US From the early 70s for over decade, HRD has remained and enlarged concept of Training and Development In the early 70s, HRD is termed as ASTD . HRD in todays Global context used to mean many process starting from individual performance improvement programs to adult education.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 12. It is difficult for the lay people and the public todifferentiate between HR Development Professionals andHR Professionals as both carries the HRD DesignationIn one case, it meant HR Development Managers and inthe other it meant Manager HR Department. In bothcases referred to as HRD Manager it becomes differentto differentiate.Other Countries too have experienced this.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 13. HRD in Indian Context Prof. TV Rao, Major Contributor of HRD concept and theories in Indian context. The first dedicated department was started in India about 25 years ago at L&T. The national HRD network was formed in the year 1985 and sustained itself with good work since then. An Academy of HRD was started in 1990 Only few institutions have strated masters degree in HRD programs & Doctoral program is in place, and the body of knowledge in the field is growing. Now HRD is Professionalized.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 14. Professionalization of HRD The increasing need of HRD increase the professionalization. HRD is the need of todays organization to compete with competitors or to cope with change. It is not possible for anyone to perform HRD Roles. HRD required specialized Training, Preparation and Knowledge. A Profession behavior is defined by high degree of specialized knowledge, social responsibilities, self monitoring of ethical behaviors through code of ethics and a system of intrinsic and extrinsic rewards. (Barber, 1963)Human Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 15. Professional bodies in HRD There are only few professional body dedicated to HRD and formed it (who were from ASTD) There are just 800 professionals as HRD members over the world. They organize annual HRD Research Conference and Paper Presentation with the aim of theory building on HRD.Human Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 16. Professional Development of HRD Professionals (In the US) Many Universities in the US have implemented academic programs for HRD to meet the increasing demand for employees Skills and Expertise The program is demand from the students of various background. George Washington University offers a masters program in HRD with various courses, like: - Human Resource Development -- Adult Learning Program -- Organizational Learning -- Strategic Human Performance Process -- Current Issues in HRD -- Assessment of Impact of HRD etcHuman Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 17. Factor Responsible for Development of HRD Profession Tracing the history, the personnel function derived from the introduction of welfare and charitable activity, The second development spring from employers endeavors to cope with the challenges of Trade Unionism. Also the technological challenges is the major responsible factor for the development of HRD Profession.Human Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012 18. Factor Responsible for Development of HRD Profession Other FACTORS The Rising Competition both at Home and Abroad (virtually reduces the profit to the level of production costs) The rise of Consumerism, Government Protection, also International Competition Develop the necessity to Maintain the Quality & Price. Organizational Changes and Maintaining Social Responsibility. The Structural Changes in Employment (more are oriented towards white colored job. Gradual decline of unskilled jobs)Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 19. HRD Separate Personnel Discipline Kurl Lewins (1947), Studies of behavior of small groups and setting up the national training laboratories is the first beginning of HRD Profession There are just 800 professionals as HRD members over the world. They organize annual HRD Research Conference and Paper Presentation with the aim of theory building on HRD.Human Resource DevelopmentBy: Prakash Dhakal MBA HRD @ IBMS - 2012 20. HRD Practice in different NationsHRD Challenges HRD Practice in China A planned, organized education and learning process provided by the organizations to improve employees knowledge and skills and as well as change their job attitudes and behavior In china, there is no difference between HR, HRD and Personnel. HRD Practice in France HRD Practice in Japan HRD Practice in Korea HRD Practice in Singapore