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UNIT IUNIT I
HUMAN RESOURCE DEVELOPMENTHUMAN RESOURCE DEVELOPMENT
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INTRODUCTIONINTRODUCTION
Concerned with developing skill,Concerned with developing skill,
knowledge and competencies of people.knowledge and competencies of people.
Can be applied for both national levelCan be applied for both national level
and organizational level.and organizational level.
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Through HRD at organizational level, it isThrough HRD at organizational level, it is
possible to sustain competitivepossible to sustain competitive
advantage rationalizing humanadvantage rationalizing humanresources.resources.
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HRD at organizational level is aHRD at organizational level is a
process:process:
In which employees are helped/ motivatedIn which employees are helped/ motivated
to acquire and develop technical,to acquire and develop technical,managerial and behavioral knowledge,managerial and behavioral knowledge,skills and abilitiesskills and abilities
And mould the values, beliefs, attitudeAnd mould the values, beliefs, attitude
necessary to perform the present andnecessary to perform the present andfuture rolesfuture roles
With a view to contribute positively to theWith a view to contribute positively to theorganizational, group, individual and socialorganizational, group, individual and social
goals.goals.
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Aspects of HRDAspects of HRD
There are three aspects of HRD:There are three aspects of HRD:
1.1. Employees of an organization areEmployees of an organization are
helped/motivated.helped/motivated.
2.2. Acquire, develop and mould variousAcquire, develop and mould various
aspects of human resources.aspects of human resources.
3.3. Contribute to the organizational, groupContribute to the organizational, group
and individual and social goals.and individual and social goals.
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The second aspect deals with theThe second aspect deals with thetechniques or methods meant totechniques or methods meant toacquire, develop and mould variousacquire, develop and mould various
human resources.human resources. These techniques include:These techniques include:
Performance appraisal, potentialPerformance appraisal, potential
appraisal, career planning andappraisal, career planning anddevelopment, training, managementdevelopment, training, managementdevelopment, organizationaldevelopment, organizationaldevelopment, WPM, quality circles.development, WPM, quality circles.
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The third category includes the outcomeThe third category includes the outcome
contribution of the HRD process to thecontribution of the HRD process to the
goals of organization, group, individualsgoals of organization, group, individualsand society.and society.
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Definitions of HRDDefinitions of HRD
HRD is the integrated use of TrainingHRD is the integrated use of Training
and development, career developmentand development, career development
and organizational development toand organizational development toimprove individual effectiveness.improve individual effectiveness.
-- Len NadarLen Nadar
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Definitions of HRDDefinitions of HRD
HRD is a filed concerned with individualHRD is a filed concerned with individual
development , of which employee trainingdevelopment , of which employee training
and development activities are a part. Itand development activities are a part. Italso includes career development andalso includes career development and
organizational development.organizational development.
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Country wise definitions ofCountry wise definitions of
HRDHRD
France: Development social is often used as aFrance: Development social is often used as asynonym of HRD.synonym of HRD.
Germany: The field corresponding to HRD is markedGermany: The field corresponding to HRD is markedby a training industry, consultants and personnelby a training industry, consultants and personnelspecialists.specialists.
Netherlands: HRD is related to all training andNetherlands: HRD is related to all training anddevelopment interventions that are made to createdevelopment interventions that are made to createand further develop human expertise within theand further develop human expertise within thecontext of an organization.context of an organization.
Russia: HRD is associated with personnel staffing,Russia: HRD is associated with personnel staffing,
selection and training, the focus being on managingselection and training, the focus being on managingthe employee pool rather than helping individualthe employee pool rather than helping individualemployees to develop.employees to develop.
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Roles of HRD professionalsRoles of HRD professionals
HR strategic advisorHR strategic advisor
HR systems designer and developerHR systems designer and developer
Organization change consultant.Organization change consultant.
Instructor/facilitatorInstructor/facilitator
Individual development and careerIndividual development and career
consultantconsultant Performance consultantPerformance consultant
ResearcherResearcher
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Scope of HRDScope of HRD
HRD encompasses all developmentHRD encompasses all developmentfunctions of HR:functions of HR:
1.1. Performance managementPerformance management2.2. Potential appraisalPotential appraisal
3.3. Mentoring, counselingMentoring, counseling
4.4. Career developmentCareer development5.5. Organizational developmentOrganizational development
6.6. Training and developmentTraining and development
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Objectives of HRDObjectives of HRD
To develop capabilities of all individualsTo develop capabilities of all individualsworking in an organization in relation to theirworking in an organization in relation to theirpresent role.present role.
To develop capabilities of all such individualsTo develop capabilities of all such individualsin relation to their future role.in relation to their future role.
To develop better interTo develop better inter--personal andpersonal andemployeeemployee--employer relationships in anemployer relationships in anorganization.organization.
To develop team spirit.To develop team spirit.
To develop coordination among differentTo develop coordination among differentdepartments of an organization.departments of an organization.
To develop organizational health byTo develop organizational health bycontinuous renewal of individual capabilitiescontinuous renewal of individual capabilitieskeeping pace with technological changes.keeping pace with technological changes.
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HRD objectives ofSiemensHRD objectives ofSiemens
LimitedLimited Development of employees is the primary taskDevelopment of employees is the primary task
of the company.of the company.
It is the policy of Siemens to recruit, train,It is the policy of Siemens to recruit, train,develop and advance employees within thedevelop and advance employees within thecompany.company.
Recruitment of quality manpower and theirRecruitment of quality manpower and their
retention.retention. Performances sole criteria for increments andPerformances sole criteria for increments and
promotion.promotion.
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Use of training as strategic factor forUse of training as strategic factor for
competitive advantage.competitive advantage.
Ensure transparency in decision making.Ensure transparency in decision making.
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Role and significance of HRDRole and significance of HRD
For any dynamic and growthFor any dynamic and growth--orientedorientedorganization to survive in a fast changingorganization to survive in a fast changing
environment, HRD plays a very crucialenvironment, HRD plays a very crucialrole.role.
Many organizations in India areMany organizations in India arethreatened with manpower obsolescencethreatened with manpower obsolescence
to withstand which HRD activities haveto withstand which HRD activities havenow received prime importance.now received prime importance.
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Role and significance of HRDRole and significance of HRD
Increased morale and motivation ofIncreased morale and motivation of
employees are necessary to achieveemployees are necessary to achieve
productivity and functionalproductivity and functional
effectiveness.effectiveness.
This needs continuous renewal ofThis needs continuous renewal of
employees competencies , developingemployees competencies , developing
and enabling organizational culture.and enabling organizational culture.
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Role and significance ofRole and significance of
HRDHRD Hence role and significance of HRD inHence role and significance of HRD inan organization can be appreciatedan organization can be appreciated
when we consider the fast changingwhen we consider the fast changing
environment coupled with technologicalenvironment coupled with technologicalchange and intensified competition.change and intensified competition.
This has necessitated the need forThis has necessitated the need for
renewal of employees capabilities.renewal of employees capabilities.
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Role and significance of HRDRole and significance of HRD
The role and significance of HRD canThe role and significance of HRD can
further be appreciated when we considerfurther be appreciated when we consider
different subdifferent sub--systems of HRD like, PA,systems of HRD like, PA,Career planning, manpower planning,Career planning, manpower planning,
training & development, OD, QWL etc.training & development, OD, QWL etc.
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Important Areas of HRDImportant Areas of HRDHRD department should focus on these areas:HRD department should focus on these areas: Increasing the enabling capabilities.Increasing the enabling capabilities.
Focus on balanced organizational cultureFocus on balanced organizational culture
Focus on learning contextual factors fromFocus on learning contextual factors from
different professional bodies like NIPM,different professional bodies like NIPM,
NHRD etc.NHRD etc.
Focus on periodic reviewing of HRD system.Focus on periodic reviewing of HRD system.
Focus on integrating HRD with otherFocus on integrating HRD with otherfunctions.functions.
Focus on working with unions.Focus on working with unions.
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Principles of HRD systemsPrinciples of HRD systems
HRD systems should help:HRD systems should help:
company to increase enabling capabilities.company to increase enabling capabilities.
individuals to recognize their potential andindividuals to recognize their potential and
contribute their best.contribute their best. Maximize individual autonomy throughMaximize individual autonomy through
increased responsibility.increased responsibility.
Facilitate decentralization throughFacilitate decentralization through
delegation and shared responsibility.delegation and shared responsibility. Facilitate participative decision making.Facilitate participative decision making.
There should be a continuous renewal andThere should be a continuous renewal andreview.review.
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Concept of HRD processConcept of HRD process
Tracing the history:Tracing the history:
Personnel function was derived fromPersonnel function was derived from
introduction of welfare and charitableintroduction of welfare and charitableactivities.activities.
Initially welfare considered as moral duty,Initially welfare considered as moral duty,
later became precondition of industriallater became precondition of industrialefficiency.efficiency.
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The second development sprung fromThe second development sprung from
the employers endeavors to cope up withthe employers endeavors to cope up with
the challenges of Trade union.the challenges of Trade union. The third phase could be attributed to theThe third phase could be attributed to the
development of humanization of work.development of humanization of work.
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Factors which are responsible forFactors which are responsible for
development of this profession in adevelopment of this profession in a
phased manner can be:phased manner can be:
1.1. Technological changesTechnological changes::
They have great bearing upon personnelThey have great bearing upon personnel
functions becausefunctions because
It fundamentally changed the relationshipIt fundamentally changed the relationship
between people and workbetween people and work
It induced a major change in theIt induced a major change in theeconomic system and structure of theeconomic system and structure of the
society.society.
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Factors which are responsible forFactors which are responsible for
development of this profession in adevelopment of this profession in a
phased manner can be:phased manner can be:
2.2. Rising competitionRising competition-- domestic anddomestic andinternational:international:
This reduces the profit to the level ofThis reduces the profit to the level ofproduction cost.production cost.
The free movement of technology fromThe free movement of technology fromone country to other does not allow anyone country to other does not allow anyproduction process to monopolize theproduction process to monopolize theparticular technology of their use.particular technology of their use.
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Factors which are responsible forFactors which are responsible for
development of this profession in adevelopment of this profession in a
phased manner can be:phased manner can be:
3.3. Rise of consumerismRise of consumerism,, governmentgovernment
protection:protection:
This developed the necessity to maintainThis developed the necessity to maintainquality and price.quality and price.
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Factors which are responsible forFactors which are responsible for
development of this profession in adevelopment of this profession in a
phased manner can be:phased manner can be:
4.4. Social changesSocial changes::
They are also taking place at a fast pace.They are also taking place at a fast pace.
Business function is no longer a mereBusiness function is no longer a mere
profit multiplying one.profit multiplying one.
Organization now also owes to theOrganization now also owes to the
society.society.
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Factors which are responsible forFactors which are responsible for
development of this profession in adevelopment of this profession in a
phased manner can be:phased manner can be:
5.5. Structural changes in employment:Structural changes in employment:
Changes more oriented towards white collaredChanges more oriented towards white collared
jobs, gradual decline of unskilled jobs.jobs, gradual decline of unskilled jobs. Changes in sector distribution of employmentChanges in sector distribution of employment
(more towards service sectors).(more towards service sectors).
All these bought great challenge to theAll these bought great challenge to the
employees.employees.
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Definition of the processDefinition of the process
ISO 9000 document defined process as ISO 9000 document defined process as
Set of interrelated or interacting activities,Set of interrelated or interacting activities,
which transforms inputs into outputs.which transforms inputs into outputs.
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HRD processesHRD processes
HRD encompasses the following typesHRD encompasses the following types
of processes:of processes:
1.1. Organization management processOrganization management process
2.2. Resource management processResource management process
3.3. Realization processRealization process
4.4. Measurement, analysis andMeasurement, analysis and
improvement processimprovement process
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HRD processesHRD processes
1.1. Organization management processesOrganization management processes::
It includes strategic planning,It includes strategic planning,
establishment of policies, setting ofestablishment of policies, setting ofobjectives, providing of communication,objectives, providing of communication,
making available resources, provisionmaking available resources, provision
for management reviews.for management reviews.
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HRD processesHRD processes
2.2. Resource management process:Resource management process:
It includes provisioning of the resourcesIt includes provisioning of the resources
to facilitate management realization andto facilitate management realization andmeasurement of organizational activities.measurement of organizational activities.
3. Realization processes:3. Realization processes:
Includes all those that provide output ofIncludes all those that provide output ofthe organization.the organization.
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4. Measurement, analysis and4. Measurement, analysis andimprovement processes:improvement processes:
These processes measure andThese processes measure and
gather data to track performance andgather data to track performance andimprove organizational effectivenessimprove organizational effectivenessand efficiency.and efficiency.
Thus it include measuring, monitoringThus it include measuring, monitoringand auditing processes, andand auditing processes, andprocesses for corrective andprocesses for corrective andpreventive actions.preventive actions.
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