Concept.ppt1
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Transcript

  • 1. HRD Concept
  • 2. Definition of HRD.
    • “ Human Resource Development is a series of organized activities, conducted within a specialized time and designed to produce behavioral changes”
    • “ HRD means safeguarding, maintaining, improving existing skills as well as bringing into light the potential skills of human beings (i.e. human resource) so as to increase their productivity for ultimate well-being of organizations as well as their own”.
  • 3. Features of HRD.
    • Human resource development is a process in which employees of the organizations are recognized as its human resource. It believes that human resource is most valuable assets of the organization.
    • It stresses on development of human resources of the organization. It helps employees of the organization to develop their general capabilities in relation to their present jobs and expected future role.
    • It emphasize on the development and best utilization of the capabilities of individuals in the interest of the employees and organization.
    • It helps in establishing/developing better inter-personal relations. It stresses on developing relationship based on help, trust and confidence.
    • It promotes team spirit among employees.
    • It tries to develop competencies at the organizational level. It stresses on providing healthy climate for development in the organization.
    • HRD is a system. It has several sub-systems. All these sub-systems are inter-related and interwoven. It stresses on collaboration among all sub-systems.
  • 4.
    • It aims to develop organizational culture in which there is good senior-subordinate relations, motivation, quality and sense of belonging.
    • It form on employee welfare and quality of work life. It tries to examine /identify employee needs and meeting them to the best possible extent.
    • It is a continuous and systematic learning process. Development is a life long process, which never ends.
  • 5. Characteristic of HRD according to Harald Richter.
    • The people have capabilities to learn. They can be developed by providing them learning.
    • Investment, in human resource development can be considered as long term investment. By investing in development of human resources long-term returns can be increased.
    • Human resource can be developed through proper education and training system. HRD is not only responsibility of the country, but industry will have to play a vital role by stressing on HRD activities.
    • It is a long-term approach.
    • It requires at all levels. It stresses that there is constant need of retraining and development of people to adapt to new technologies.
    • It requires understanding between people, industry, trade unions and government.
    • It provides possibilities for training. It stresses that on the job training is better than classroom training.
    • It depends upon needs of the industry. HRD assists in meeting the objectives of individuals as well as organizations.
  • 6. Objectives of HRD.
    • To develop capabilities and competencies of human resource in relation to the present job.
    • To develop the capabilities and competencies of human resource in relation to their expected future role.
    • To build up competencies at individual, inter-personal, group and organizational level to meet the individual and organizational goals.
    • To help the development of people and their maximum utilization in the interest of society and nation.
    • To help the employees to plan their career.
    • To develop team spirit and inter-personal relation among employees in the organization.
    • To provide the employees a climate for job enrichment, openness, innovation, increase communication etc.
    • To motivate the employees for their contribution by suitable rewards.
  • 7.
    • 9. To ensure availability of competent and committed people to occupy key positions at higher level.
    • 10. To achieve better organizational development system so that organization can respond to changes effectively.
    • To develop a suitable human resource information system to objective data on employees/ HR
    • To increase organizational effectiveness i.e. higher productivity, lower costs, more profits, better organization image.
    • To develop an organizational culture.
  • 8. Advantages of HRD.
    • HRD makes people more competent. HRD develop new skills, knowledge, and attitude of the people in the concern organization.
    • With appropriate HRD Programme, people become more committed to their jobs. People are more assessed on the basis of their performance by having a acceptable performance appraisal system.
    • An environment of trust and respect can be created with the help of human resource development.
    • Acceptability toward change can be created with the help of HRD. Employees found themselves better equipped with problem-solving capabilities.
    • It improves the all round growth of the employees. HRD also improves team spirit in the organization. They become more open in their behaviour. Thus, new values can be generated.
  • 9.
    • It also helps to create efficiency culture in the organization. It leads to greater organizational effectiveness. Resources are properly utilised and goals are achieved in a better way.
    • It improves the participation of workers in the organization. This improves the role of worker and workers feels a sense of pride and achievement while performing their jobs.
    • It also helps to collect useful and objective data on employees programmes and policies which further facilitate better human resource planning.
  • 10. Pre-requisite of effective human resource development.
    • decentralization:-
    • There should be proper system of involvement of persons of all levels of management.
    • If the proper importance is given to each person this creates the sense of belongings and commitment among the worker.
    • Some important decisions should be made with the involvement of various subordinates.
    • Proper utilization of Human Resource Skills:-
    • HRD Managers must try to make proper utilization of available and potential human resource skills.
    • Manpower planning and right sizing of human resource may be used for this purpose.
    • Investments in HRD programme:-
    • The maintenance of a healthy working climate and the development of its human resource is very complicated process.
    • So to ensure the desired results the top level management and HRD professionals must invest proper time, money and energy in each and every programme related to HRD.
  • 11.
    • Investments in HRD programmes:-
    • The maintenance of a healthy working climate and the development of its human resources is very complicated process.
    • So to ensure desire results the top level management and HRD professionals must invest proper time, funds and energy in each and every programme related to HRD.
    • The top level management must clear the path, create a development climate and help the employees to realize their potential.
    • Proper utilization of Human Resource Skills:-
    • HRD managers must try to make proper utilization of available and potential human resource skills.
    • Man-power planning and right sizing of human resources may be used for this purpose.
    • decentralization:-
    • There should be proper system of involvement of persons of all levels of management.
    • If proper importance is given to each person this creates the sense of belongings and commitment among the worker.
    • Although major policy decisions may be centralized, but other important decisions should be made with the involvement of various subordinates.
    • A balance approach should be maintained between centralization and de-centralization.
  • 12. D/F between HRD Versus Personnel Management.
  • 13. It treats the workers as a tool who is expandable and replaceable. They treat the people as an assest to be used and developed in the organization. 6 Wages are paid on personnel management on job basis. In the salary is related with the performance of of employees. 5 In case of this communication is generally indirect. Both direct and indirect communication can be used. 4 It is the traditional approach of the management and deals with the personnel in the organization. This is new approach for management. 3 It focuses on the achievement of objectives by giving more powers and authority to managers. It is mainly focused on co-ordinated and development of the personnel of the organization. 2 It deals with the rules and regulation made for the personnel working in the organization. This helps the superior to deal with their subordinate so as to achieve the objectives. It recognize the importance of employees. It makes policies and programmes for the development of employees. 1 Personnel Management HRD
  • 14. 4 It mainly aims to improve the efficiency of the employees. It aims at the development of the employees as well as organization as a whole. 3 Organization structure in case of human resource management is independent. It creates a structure, which is inter-dependent and inter-related. 2 It is mainly maintenance oriented It is development oriented 1 HRM HRD
  • 15.
    • “ A Schematic Presentation of Linkage between HRD instruments, Processes, Outcomes and Organizational Effectiveness”
    • This model has been developed by Prof. T.V Rao.
    • this represents the inter-relationship between the following four aspects of human resource development.
    • Human resources development mechanism or sub-systems or instruments.
    • Human resource development processes and human resource development climate variables.
    • Human resource development outcomes variables.
    • Organizational effectiveness.
  • 16.
    • HRD sub-system
    • HRD Department.
    • P.A.
    • Review, feedback,
    • Counseling sessions.
    • potential development.
    • training.
    • Communication policies.
    • Job rotation.
    • OD exercise.
    • Rewards.
    • job enrichment
    • other mechanisms.
    • HRD Process &
    • HRD climate.
    • Role clarity.
    • Planning of Development
    • Of every employee.
    • proactive Orientation.
    • more trust.
    • collaboration &
    • team work.
    • authenticity.
    • openness
    • risk- taking.
    • value generation.
    • clarification of norms
    • and standards.
    • increased communication.
    • more objective rewards.
    • generation of objective,
    • data on employees.
    • HRD outcome
    • Variables.
    • more competent people.
    • better development
    • roles.
    • higher work commitment
    • & job involvement.
    • better problem solving.
    • better utilization of Human
    • Resource.
    • higher job satisfaction &
    • work motivation.
    • better organizational
    • health.
    • more team work, synergy
    • and respect for each other.
    • Organization
    • Effectiveness
    • Dimensions.
    • higher productivity.
    • growth & diversification.
    • cost reduction.
    • more profits.
    • better image.
    • other factors.
    • environment, technology,
    • resources availability
    • history, nature of
    • business etc.
    • Other factors
    • personnel policies, top
    • management styles,
    • investments of HRD,
    • top Management’s
    • commitment etc.