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Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
Human resource development
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Human resource development

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  • 1. Human Resource Development
  • 2. Book Review Future of HRD By T.V. Roa
  • 3. Outline of the presentation • Introduction Writer • Introduction of Book • Chapter One- HRD as a profession : Where are We? • Chapter review • HRD: As a Profession
  • 4. Introduction of the writer • Dr. T V Rao was a Professor at the IIM Ahmedabad for over 20 years beginning 1973. • He has also worked as L&T Professor of HRD at XLRI, Jamshedpur during 1983-85. • Dr. Rao is the Founder President of the National HRD Network and was President of the Indian Society for Applied Behavioral Science (ISABS). • Currently he is Chairman of TVRLS and also works as an Adjunct Professor in Organizational Behavior Area at IIMA.
  • 5. • Video • Blog: http://tvraoblogs.blogspot.com/
  • 6. Introduction of Book • Book Name : Future of HRD • Outline of the book – Seven chapters • HRD as a profession: Where Are We? • HRD Function- Global Models and Indian Experiences: An Audit • HRD manager of Today : At cross Roads • HRD: The Vision • Future HRD manger • Resource Requirements for Making HRD Work • HRD at the National Level: The Asian Challenge
  • 7. Chapter One HRD as a Profession: Where Are We? • 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, nation or ultimately the whole humanity.
  • 8. Theory Building in HRD profession  Lots of efforts are done in US to build a sound theory base for HRD.  There are at least 8 papers presented relating to theories and theory building in HRD on annual conference of Academy of HRD in 2001 among academicians and researchers.  Theory building is the process by which coherent descriptions, explanations and representations of observed phenomena are generated , verified , and refined. (Lynham, 2000)  Theory Building is important to the HRD profession for a number of reasons:  To advance professionalism in and maturity of the field.  To help dissolve tension between HRD research and practice, and  To develop multiple and inclusive methods of research for theory building and practice in HRD.
  • 9. What is a Profession? The Webster Dictionary defines a profession as ‘an open declaration or avowal of a belief or opinion’. A professional behavior is defined by a high degree of specialized knowledge, special responsibility, self monitoring of ethical behaviors through codes of ethics and a system of intrinsic and extrinsic rewards.
  • 10. Profession and occupation • The Webster Dictionary defines occupation as: ‘ that which occupies or engages the time and attention; the principal business of one’s life. • An occupation can be thought of as falling somewhere along a continuum of professionalism, the continuum being made of common traits in definitions of profession.
  • 11. Characteristics of the profession • A high degree of generalized and systematic knowledge. • Primary orientation to the community interest rather than to individual self interest. • A high degree of self control of behavior through codes of ethics internalized in the process of work socialization and through voluntary associations organized and operated by work specialist themselves. • A system of reward( monetary or non monetary), that is primarily a set of symbols of work achievement and thus end in themselves, not means to some end of individual self- interest.
  • 12. The elements of professionalization • Structural elements – Specialization – Centralization – Standardization • Contextual Element • Size of occupational group • Resource of occupational group • Group relation • Activity Element – The goal of the occupational group – The role of individual member
  • 13. Contd… • Educational element – Occupational intelligence requirement – Basis of systematic theory – Institutionalized educational process. – Length of training – Cost of training • Ideological Elements • Personality involvement • Sense of group identity • Group culture • Status • Socialization process. • Behavioral elements – Code of conduct – Evaluation of Merit.
  • 14. Knowledge Base of HRD in INDIA • Through following Fields: – Introduction to HRD and Designing HRD systems – Organization development and Change management – Career planning and Development – Performance management – 360 degree feedback and appraisals – Counseling – Organizational learning and Learning Organization – Training and development – Organizational behavior and personal growth – Basic psychology and principles of psychology – Creativety.
  • 15. Conclusion • HRD Philosophy still in emerging phase • In India also it in initial phase. • HRD can be taken as Profession and studied in Universities as separate Subject.

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