Introduction to Human Resource Development

1. Human Resource Development
An Introduction
“The only vital value an enterprise has is the experience, skills, innovativeness and
insights of its people”

2. c
a
s
e
Infosys
Infosys Limited was started in 1981 by seven
people with US$ 250. Today, we are a global
leader in consulting, technology and outsourcing
with revenues of US$ 6.994 billion (FY12).
Infosys provides business consulting, technology,
engineering and outsourcing services to help
clients in over 30 countries build tomorrow’s
enterprise.
Introduction to HRD
Infosys and its subsidiaries have
149,994 employees as on March 31,
2012.

3. Introduction to HRM
People make or Mar the organization
Working with Infosys is not a job. It's a journey. An
experience. There's so much to explore here - even about
yourself - that every day is a new day. You want a challenging
and enjoyable work environment. We want you to realize
your potential. You want to be recognized for your work. We
want you to fulfil your aspirations.
Today, Infosys is building tomorrow's enterprise. And guess who's making this
possible? Infoscions. Our people - yesterday, today and tomorrow. We believe there's
a bit of an Infoscion in everyone.

4. HRD
Meaning & Definition
“HRD is a process by which the employees of an
organisation are helped to help themselves and
develop the organisation.”
Systematic & Planned approach
Way of improving the quality of working life
Pervasive Function Comprehensive Function
Continuous process
HRD involves the development of competencies at the:-
Features of Human Resource Development
HRD is a process by which the employees of an
organization are helped in a continuous and
planned way to :
(1) acquire or sharpen capabilities required to perform
various functions associated with their present or expected
future roles .
(2) Develop their general capabilities as individual and
discover and exploit their own inner potential for their own
and /or organizational development purposes.
(3) Develop an organizational culture in which superior-subordinates
relationships, team work and collaboration among sub
units are strong and contribute to the professional well being,
motivation and pride of employees.
Individual level Interpersonal level Group level
Organizational level

5. Performance Appraisal
Potential Appraisal Counseling & Monitoring Training
Building Morale & Motivation Developing Team Work Developing Emotional intelligence
Quality Circles
Quality of Work Life
Creating Effective HRD environment
Instruments - Scope - Functions of HRD
Career Planning
Organizational Change

6. Company Example of Continuous
Improvement
Organization HRD initiative
Motorola Employ informal mentoring programs
to encourage employees development.
Xerox, Texas
Instruments, AT & T
Measure rewards & recognition
program development.
KPMG Measure number of awards given &
percentage of employees receiving
formal awards.
FedEx Track total percentage of employees
recognized.
Apple Computers Use empowerment to nurture
individuals & teams.
Continuous Improvement an Important feature of HRD

7. Evolution of the Concept of HRD
1. The Commodity Concept 2. Factor of Production Concept
3. Paternalistic Concept 4. Humanitarian Concept
5. Behavioral Human Resource Concept
6. Emerging Concept
Concept What’s it all about
The Commodity
Concept
What’s it all about
The Factor of
Production Concept
Labour was regarded as a commodity to be bought and sold. Wages were based
on demand and supply. Government did very little to protect workers.
The Goodwill Concept Labour is like any other factor of production,viz,money,materials,land
etc.Workers are like machine tools.
The Paternalistic
Concept/Paternalism
Welfare measures look safety, first aid, lunch room, rest room will have a
positive in productivity.
Humanitarian Concept To improve productivity, physical social and psychological needs of workers
must be met.As Mayo and other stated, money is less a factor in determining
output, than group standards, group incentives and security. The organisation
is a social system that has both economic and Social dimensions.
The Human Resource
Concept
Employees are the most valuable assests of the organisation. There should be a
conscious efforts to realise organisational goals by satisfying needs and
aspirations of employees.

8. Difference Personnel Function HRD
Orientation Maintenance Oriented Development Oriented
Structure An independent function with
independent sub-function
Consist of inter-dependent parts
Philosophy Reactive function, responding
to the events as and when they
take place
Proactive function, trying
to anticipate and get ready with
appropriate responses
Responsibility Exclusive responsibility of
personnel department
Responsibility of all managers in
the organisation
Motivators Emphasis is put on monetary
rewards
Emphasis is on higher-order needs
such as design jobs with stretch,
improve creativity and problem
solving skills
Outcomes Improved performance is the
results of improved satisfaction
and moral
Better use of human resources
leads to improved satisfaction and
morale
Aims Tries to improve the efficiency
of people and administration
It tries to develop the organisation
as a whole and its culture
HRD VS Personal Management

9. Toyota maintains high profile in
its HRD policies and practices
Toyota’s HRD in the context
of Organizational Culture.
1. HRM strategy should have super ordinate goals linked
to organizational goals and these goals must be rendered
to core HRM practices.
2. The mix of local ethos with international practices to
obtain commitment and organizational integration of
workforce serves as a great learning tool.
3. Respect - To achieve
an environment where
all team members treat
other with dignity, trust
each other, and care
about the work we do,
we foster initiative and
creativity.
Treat the employees as
human beings

10.  To prepare employees to meet the present & changing future job requirements
 To prevent employee obsolescence
 To develop creative abilities & talents
 To prepare employees for higher levels of jobs
 To develop the potentialities of the people for the next level Job
 To aid total quality management
 To promote individual & collective morale, sense of responsibility & good relation.
 To broaden the minds of senior managers
 To ensure smooth and efficient working of the organization
 To provide comprehensive HRD frame work
 To enhance organizational capabilities
 To create climate that enables organizational development.
Objectives
Of HRD

11. To be close to the customer through employees
To respect the individuals, as people are the greatest assets.
To achieve & maintain leadership in people management
HRD
beliefs
@ Wipro
Serve internal & external customers through defect free products, services & processes.
To govern individual and company relationships with the highest standard of
conduct & integrity.

12. HRD System
Organization
Input Transformation Output
Feedback
Vision
Strategies
Goals
Skills
Talents
Knowledge
Technology
Policies
Creative Ideas
Knowledge
HRD Policies
HRD Practices
Motivation
Leadership
Communication
Performance
Market Share
Customer Service
Profit
Expansion
Diversification
Value Addition
Strategy
Implementation

13. Gear up or Be History! – MTV Approach
“It is our job as HR professionals to meet &
exceed expectations to captivate the MTV
Generation”
MTV, an initialism of Music Television, is an American network based in New
York City that launched on August 1, 1981. The original purpose of the channel
was to play music videosguided by on-air hosts known as VJs.
MTV India is the Indian version of MTV (Music Television), a channel specialising in music and youth culture
programming. It was launched in 1996 and is now part of the Viacom 18 Media Pvt. Ltd based in Mumbai, a
50/50 joint venture operation between Viacom Inc. and Network TV 18.
"MTV India" is one of the oldest Music Television Networks in Asia. Music has always been
distinctively recognized and acknowledged with respect to India and so thus the MTV India.
MTV India happens to be one of the most-popular music channels across the Indian
subcontinent, having viewership shares in India and also countries like Bangladesh and Sri
Lanka.
MTV India broadcasts many famous television programmes for people with varied interests. Its main
emphasis is on music based entertainment but of-late the programming has included reality shows.
MTV is Looking for human resources who can maintain balance between work & life and
personal life, flexibility, entrepreneurship, ownership of Ideas, be multi-skilled & Talent
oriented.
Need
Of HRD

14. Need of HRD
6.Organizational Viability &
Transformational Process
7. Organizational Complexities

15. Employee designs his own HRD package @ Polaroid
Polaroid Corporation is an American based international consumer
electronics and eyewear company, originally founded in 1937 .
The Polaroid’s Leadership Institute offers a wide variety of courses
ranging from conflict management to labor laws and project
management.
 Course materials is e-mailed directly to all eligible employees.
 Enrolling for courses and updating training records are all done electronically.
 An employee can create his own training package tailored to his owns specific needs.
Principles in
Designing HRD
Systems
Management Support Focus of the HRD System Structure of the HRD System Functioning of the System

16. The Contribution of HRD systems to Development Dimensions
Development
Dimensions
HRD system Mechanism
Individual
Training Career Planning Potential Appraisal and
Development
Feedback and Coaching
performance
Rewards
Individual in the
present role Performance Appraisal
Training Feedback and Performance
Coaching
Rewards
Individual in regards
to likely future roles Potential appraisal and
Development
Training
Performance Appraisal
Feedback and Performance
Coaching
Dyadic Relationship Feedback and
Performance Coaching
Performance appraisals Training
Collaboration among
different units/Teams
Organisational
Development
Training
Self-Renewing
Capability and Health
of Organisation
Performance Appraisal Organisational
Development
Training

17. Importance of HRD
At the Enterprise level
Develop skills and competencies
Attract and retain talent
Train People for challenging Roles
At the individual level
Promote Team Spirit
Growth Opportunities to people
Develop loyalty and Commitment
Improve Job Satisfaction
At the Enterprise level
Generate Employment Opportunities
Increase Productivity and profit
Train People for challenging Roles
At the Enterprise level
Enhance Standard of Living

18. Techniques
Process of HRD: Techniques & Output
Organizational Climate &
HRD Climate
Performance Appraisal
Training
Management Development
Career Development
Workers Participation
Organizational Development
Quality Circles
Social & Cultural Development
Human Resources
•Individual Goals
• Team Goals
• Organizational Goals
• Social Goals
•Skill
•Knowledge
•Behaviour
•Values
Means
•Individual
•Team
•Family & Friends
•Society
Development
of Human
Resources
Output:
Outcomes

19. Creates profiles of “ideal candidates” for each position in the company.
Clearly delineate the organization’s critical success factors to provide
focused guidance
Encourages lateral career moves to enhance the breadth of employee
experience
Frequently rotate jobs & project membership to
broaden personal experiences
Competency Development