HUMAN RESOURCE DEVELOPMENT

1. HRM
HUMAN RESOURCE DEVELOPMENT

2. Human Resource Development
•According to T.V Rao,
"HRD is the process of enabling people to make
thing happen. It deals both with the process of
competency development in people and creation
of conditions to help people apply these
competency development in people and the
creation of conditions to help people apply these
competencies for their own benefit and for that
of others."

3. HRD process is facilitated by mechanisms
(instrument or sub-system)like;
•Performance appraisal
•Training
•Organisation Development
•Feedback and Counselling
•Career Development
•Job Rotation
•Rewards

4. Why HRD ?
•People need competencies (knowledge,
attitude, values and skill) to performance of
task requires a higher level or degree of skill.
•without continuous development of
competencies in people ,an organization is
not likely to achieve its goals.

5. HRD is needed by every organization that is interested in
• If organization want to Stabilizing
• If organization want to Diversifying
• If organization want Growth in Business
• Renewing itself to become more effective
• Improving its system and services
• Change and becoming more dynamic
• Playing leadership roles

6. Characteristics of HRD
• HRD is a system: we must consider HRD as being up several
mutually dependent part or subsystem, such as procurement ,
development and performance appraisal.
• chanage in any one subsystem leads to change in other part.
.HRD is a planned process: HRD is a planned system of
developing people, it is a lifelong process.

7. HRD is needed by every organization that is interested in;
• HRD develops competencies at four levels:
1. At individual level are made aware of their roles and what is expected of
them, so that they are able to improve their skill and attitudes accordingly.
2. At the dyadic level, stronger employer-employee relationships are
developed more trust, mutuality and help.
3. At group, committees or task groups are made more effective by developing
collaboration in their inter-group relationship.
4. At organisational level, development of competencies involves the
development of self-renewing mechanisms in the organisations which
enable it to adjust to change in its environment and to be proactive.
• HRD is a continuous process: Organisation can facilitate the process of
development by planning for it, by allocating organizational resources for the
purpose ,and by creating an HRD philosophy that value human being and
promote their development.
• The ultimate objective of HRD is to contribute to the
professional well being, motivation and pride of employees:

8. Demand of HRD on employees
•cooperating with each other
•protecting an organisation against disaster
•contributing ides for organization
improvement
•self –education
•creating a favourable enviournment for
organization

9. Importance for HRD
•HRD is needed to develop competencies
•HRD is needed to mitigate some of the evil
consequences of industrialization
•HRD is needed to bring about system-wide
change
•HRD is needed to develop a proper climate
in the organization

10. Following areas seems to be fundamentals of HRD system
• Manpower planning
• Recruitment and selection
• performance appraisal
• performance counselling
• potential appraisal and development
• feedback and performing coaching
• career planning and advancement
• Training and development
• organization development
• Employee welfare and quality of worklife
• Human resource information