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 It is a set of systematic and planned
activities designed by an organization to
provide its members with the necessary
skills to meet current and future job
demands.
SONAM MAURYA 2
SONAM MAURYA 3
 1. Career system: As an HRD system, career system ensures
attraction and retention of human resources through the
following sub-systems.
› Human resource planning
› Procurement and Placement
› Career planning
› Succession planning and Retention
 2. Work system: Work-planning system ensures that the
attracted and retained human resources are utilized in the best
possible way to obtain organizational objectives. Following are
the sub systems of the work planning system.
› Role analysis
› Performance appraisal
› Job rotation
› Reward
› Quality Cirlces
SONAM MAURYA 4
 3. Development system: The development system ensures
that the retained and utilized human resources are also
continuously developed so that they are in a position to meet the
emerging needs of the hour. Following are developmental sub -
systems of HRD:
› Training
› Potential appraisal
› Counselling
› Quality of Work Life
 4. Self-renewal system: There is a need to renew and
rejuvenate the organization itself. Following are some of the sub
systems that can be utilized to renew the organization
› Survey and Action research
› Organizational Development interventions
› Organizational Retreats
SONAM MAURYA 5
System of
HRD
SONAM MAURYA 6
Role and
Significance
of HRD
HRD
Develops
Competent
HR
HRD Creates
Opportunity
For Career
Development
Employee
Commitment
Job
Satisfaction
Opportunities
For Training
And
Development
Performance
Improvement
SONAM MAURYA 7
 1. HRD Develops Competent HR
HRD develops the skills and knowledge of individual, hence, it helps
to provide competent and efficient HR as per the job requirement.
 2. HRD Creates Opportunity For Career Development
HRD helps to grasp the career development opportunities through
development of human skills and knowledge.
 3. Employee Commitment
If employees are provided with proper training and development
opportunities, they will feel committed to the work and the organization.
SONAM MAURYA 8
 4. Job Satisfaction
When people in the organization are well oriented and developed,
they show higher degree of commitment in actual work place.
 5. Opportunities For Training And Development
It provides opportunity for employee's development by matching
training needs with organizational requirement.
 6. Performance Improvement
HRD develops necessary skills and abilities required to perform
organizational activities.
SONAM MAURYA 9
A. Analytic
• a. Need Analyst
• b. Researcher
• c. Evaluator
B.
Developmental
• a. Programme
Designer
• b. Material
Developer
C. Instrumental
• a. Instructor/
Facilitator
• b. Organization
Change Agent
• c. Marketer
D. Meditational
• a. HRD Manager
• b. Individual
Career
Development
Advisor
• c. Administrator
R. Wayne Pace, Philip C.
Smith and Gordon Mills, after
reviewing the eleven roles of
HRD, as indicated by The
American Society for Training
and Development(ASTD, 1998),
grouped all these roles into four
major areas:
SONAM MAURYA 10
 A. Analytic
› Needs analyst: Identifying ideal and actual performance and
performance conditions and determining causes of discrepancies.
› Researcher: Identifying, developing or testing new information and
translating these two implications for improved individual or
organization performance.
› Evaluator: Identifying the impact of an intervention on individual or
organizational effectiveness.
 B. Developmental
› Programme designer: Preparing objectives, defining content and
selecting and sequencing activities for a specific intervention.
› Material developer: Identifying ideal and actual performance and
performance conditions and determining causes of discrepancies.
SONAM MAURYA 11
 C. Instrumental
› Instructor/facilitator: Presenting information, directing structured
learning experiences and managing group discussions and group
process.
› Organizational change agent: Influencing and supporting changes in
organizational behavior.
› Marketer: marketing and contracting from HRD viewpoints,
programmes and services.
 D. Meditational
› HRD manager: Supporting and leading a group’s work and linking
work with the total organization.
› Individual career development advisor: Helping individuals to
assess personal competencies, values and goals, and to identify, plan
and implement development and career actions.
› Administrator: Providing coordination and support services for the
delivery of HRD programmes and services.SONAM MAURYA 12
Training Development
Meaning Training is a learning process of new
employees in which they get to know about
the key skills required for the job.
Development is the training process of the
existing employees for their all round
development.
Duration Training is a short term process i.e. 3 to 6
months
Development is a continuous process and
so it is for the long term.
Focus Training focuses on developing skill and
knowledge for the current job.
Development which focuses on the building
knowledge, understanding and
competencies for overcoming with future
challenges.
Scope Training has a limited scope, it is specific job
oriented.
Development is career oriented and hence
its scope is comparatively wider than
training.
Mode In training, the trainees get a trainer who
instructs them at the time of training.
The manager self directs himself for the
future assignments.
Nature Training is a collective activity. Development is a self-assessment
procedure.
Objective It is specifically job related It is conceptual and general knowledge
based.
SONAM MAURYA 13
Queries?
SONAM MAURYA
14

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Human resource development

  • 1.
  • 2.  It is a set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands. SONAM MAURYA 2
  • 4.  1. Career system: As an HRD system, career system ensures attraction and retention of human resources through the following sub-systems. › Human resource planning › Procurement and Placement › Career planning › Succession planning and Retention  2. Work system: Work-planning system ensures that the attracted and retained human resources are utilized in the best possible way to obtain organizational objectives. Following are the sub systems of the work planning system. › Role analysis › Performance appraisal › Job rotation › Reward › Quality Cirlces SONAM MAURYA 4
  • 5.  3. Development system: The development system ensures that the retained and utilized human resources are also continuously developed so that they are in a position to meet the emerging needs of the hour. Following are developmental sub - systems of HRD: › Training › Potential appraisal › Counselling › Quality of Work Life  4. Self-renewal system: There is a need to renew and rejuvenate the organization itself. Following are some of the sub systems that can be utilized to renew the organization › Survey and Action research › Organizational Development interventions › Organizational Retreats SONAM MAURYA 5
  • 7. Role and Significance of HRD HRD Develops Competent HR HRD Creates Opportunity For Career Development Employee Commitment Job Satisfaction Opportunities For Training And Development Performance Improvement SONAM MAURYA 7
  • 8.  1. HRD Develops Competent HR HRD develops the skills and knowledge of individual, hence, it helps to provide competent and efficient HR as per the job requirement.  2. HRD Creates Opportunity For Career Development HRD helps to grasp the career development opportunities through development of human skills and knowledge.  3. Employee Commitment If employees are provided with proper training and development opportunities, they will feel committed to the work and the organization. SONAM MAURYA 8
  • 9.  4. Job Satisfaction When people in the organization are well oriented and developed, they show higher degree of commitment in actual work place.  5. Opportunities For Training And Development It provides opportunity for employee's development by matching training needs with organizational requirement.  6. Performance Improvement HRD develops necessary skills and abilities required to perform organizational activities. SONAM MAURYA 9
  • 10. A. Analytic • a. Need Analyst • b. Researcher • c. Evaluator B. Developmental • a. Programme Designer • b. Material Developer C. Instrumental • a. Instructor/ Facilitator • b. Organization Change Agent • c. Marketer D. Meditational • a. HRD Manager • b. Individual Career Development Advisor • c. Administrator R. Wayne Pace, Philip C. Smith and Gordon Mills, after reviewing the eleven roles of HRD, as indicated by The American Society for Training and Development(ASTD, 1998), grouped all these roles into four major areas: SONAM MAURYA 10
  • 11.  A. Analytic › Needs analyst: Identifying ideal and actual performance and performance conditions and determining causes of discrepancies. › Researcher: Identifying, developing or testing new information and translating these two implications for improved individual or organization performance. › Evaluator: Identifying the impact of an intervention on individual or organizational effectiveness.  B. Developmental › Programme designer: Preparing objectives, defining content and selecting and sequencing activities for a specific intervention. › Material developer: Identifying ideal and actual performance and performance conditions and determining causes of discrepancies. SONAM MAURYA 11
  • 12.  C. Instrumental › Instructor/facilitator: Presenting information, directing structured learning experiences and managing group discussions and group process. › Organizational change agent: Influencing and supporting changes in organizational behavior. › Marketer: marketing and contracting from HRD viewpoints, programmes and services.  D. Meditational › HRD manager: Supporting and leading a group’s work and linking work with the total organization. › Individual career development advisor: Helping individuals to assess personal competencies, values and goals, and to identify, plan and implement development and career actions. › Administrator: Providing coordination and support services for the delivery of HRD programmes and services.SONAM MAURYA 12
  • 13. Training Development Meaning Training is a learning process of new employees in which they get to know about the key skills required for the job. Development is the training process of the existing employees for their all round development. Duration Training is a short term process i.e. 3 to 6 months Development is a continuous process and so it is for the long term. Focus Training focuses on developing skill and knowledge for the current job. Development which focuses on the building knowledge, understanding and competencies for overcoming with future challenges. Scope Training has a limited scope, it is specific job oriented. Development is career oriented and hence its scope is comparatively wider than training. Mode In training, the trainees get a trainer who instructs them at the time of training. The manager self directs himself for the future assignments. Nature Training is a collective activity. Development is a self-assessment procedure. Objective It is specifically job related It is conceptual and general knowledge based. SONAM MAURYA 13