Human Resource Development (HRD)

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The development of the concept of HRD, HRD practice in Indian and Global Context, The Profession of HRD and Implementation, The Challenges of HRD on 21st Century .....

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Human Resource Development (HRD)

  1. 1. Human ResourceDevelopment (HRD)By: Prakash Dhakal, MBA in HRM - IBMS College - 2012
  2. 2. Objectives of the Presentation To figure out the development process of HRD from its beginning in Global and Indian Context To give the core concept, objectives and to figure out the profession of HRD To make Discussion on HRD Challenges and TrendsHuman Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  3. 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 Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  4. 4. Definition: HR Development Nadler (1970), HRD as a series of organized activities conducted within the specified period time, and designed to produce behavioral change. Common Activities within HRD are: Training Education & Development Revised Definition, Nadler (1984), HRD as organized learning experience in a defined time period to increase the possibility of job performance & Growth.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  5. 5. Definition: HR Development A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>  HRD may vary from one country to another and national differences are crucial factor in determining the 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 Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  6. 6. Definition: HR Development A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>  HRD may vary from one country to another and national differences are crucial factor in determining 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 the definition on many other countries.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  7. 7. Definition: HR Development A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>  HRD may vary from one country to another and national differences are crucial factor in determining 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 the definition on many other countries.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  8. 8. Definition: HR Development A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>  HRD may vary from one country to another and national differences are crucial factor in determining 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 the definition on many other countries.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  9. 9. Definition: HR Development Mclean and Mclean (2001), Revised Global Definition of HRD (after reviewing various definitions in the world) HRD is any process or activity that, either initially or over the longer term, has the potential to develop adults’ work based knowledge, expertise, productivity, and satisfaction, whether for personnel or group/team gain, or for the benefit of an organization, community, or ultimately the whole humanity.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  10. 10. HRD Research Concerns 360 Feedback Mentoring and Modeling Action Learning Needs Assessment Career Development Organizational Commitment Change and its Management Organizational Development Education Performance Appraisals Culture and Diversity Professional Development Diversity Training Effectiveness Evaluation Transfer Learning Global HRD Work Values Informal Learning Work Place Learning Knowledge Management Management Development Leadership Development Learning OrganizationsHuman Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  11. 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 today’s Global context used to mean many process starting from individual performance improvement programs to adult education.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  12. 12. It is difficult for the lay people and the public to differentiate between HR Development Professionals and HR Professionals as both carries the HRD Designation In one case, it meant HR Development Managers and in the other it meant Manager – HR Department. In both cases referred to as HRD Manager it becomes different to differentiate. Other Countries too have experienced this.Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  13. 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 Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  14. 14. Professionalization of HRD The increasing need of HRD increase the professionalization. HRD is the need of today’s 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. 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. 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. 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. 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 Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  19. 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 Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
  20. 20. HRD Practice in different Nations HRD 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 << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  21. 21. HRD Practice in different Nations HRD Challenges  HRD Practice in China  HRD Practice in France Competitive Development Satisfaction to the Human Requirements of organization development Training, and Internal Career Paths …  HRD Practice in Japan  HRD Practice in Korea  HRD Practice in Singapore << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  22. 22. HRD Practice in different Nations HRD Challenges  HRD Practice in China  HRD Practice in France  HRD Practice in Germany There is no field defined as Human Resource Development (HRD). Personnel specialists in management do some research in this area also  HRD Practice in Japan  HRD Practice in Korea  HRD Practice in Singapore << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  23. 23. HRD Practice in different Nations HRD Challenges  HRD Practice in China  HRD Practice in France Individual development, Career development and Organization  HRD Practice in Japan development are three major components of HRD in Japan. The Term of HRD is defined by three terms. 1) Noryuku Kathatu (Development of Individual Abilities) 2) Jinji Keisei (formulation level of mastery over human resource through the work system and trainings) 3) Jinjai Ikusai (fostering of development of human resources through the management of human resources process)  HRD Practice in Korea  HRD Practice in Singapore << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  24. 24. HRD Practice in different Nations HRD Challenges  HRD Practice in China  HRD Practice in France  HRD Practice in Japan  HRD Practice in Korea Most Korean Staffs treat it is an equivalent to training and development. OD, T&D, CD are sometimes included.  HRD Practice in Singapore << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  25. 25. HRD Practice in different Nations HRD Challenges  HRD Practice in China  HRD Practice in France  HRD Practice in Japan  HRD Practice in Korea  HRD Practice in Singapore Major Public agencies describe HRD as a set of activities related to knowledge and skill development through organization and community development, education, trainings and re-trainings in a life long learning process to improve productivity at the personnel, organizational and community level << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  26. 26. HRD Practice in different Nations HRD Challenges & Trends  HRD CHALLENGES (in 21st Century) Employee Retention (Money only is not enough for motivation) To Attract Talents and Staff Motivations Diversity Management Measuring HRD impact and Utility and Globalization: Rapid Responding to the multiple Stakeholders Innovation and Change in Human Resource Outsourcing Technology, Quality Maintenance and Maintaining Quality of Work Life etc. assurance, Low Cost Lack of Ethical Standard of HRD Employees …  HRD TRENDS << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  27. 27. HRD Practice in different Nations HRD Challenges & Trends  HRD CHALLENGES (in 21st Century)  HRD TRENDS What are the Trends of HRD ? - Discussion << BackPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  28. 28. References:D. K. Bhattacharya (2008), Bharathiar University – Human Resource Development and Planning.TV. Rao, (2009), Future of HRD, Macmillan Publication, Chennai, 600041.

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