According to T.V Rao,"HRD is the process of enabling people tomake thing happen. It deals both with theprocess of competency development in peopleand creation of conditions to help peopleapply these competency development in peopleand the creation of conditions to help peopleapply these competencies for their ownbenefit and for that of others."
HRD process is facilitated by mechanisms(instrument or sub-system)like;.Performance appraisal.Training.Organisation Development.Feedback and Counselling.Career Development.Job Rotation.Rewards
Why HRD ?People need competencies(knowledge,attitude,values and skill) toperformance of task requires a higherlevel or degree of skill. withoutcontinuous development of competencies inpeople ,an organization is not likely toachieve its goals.
HRD is needed by every organizationthat is interested in;.Stabilizing.Diversifying.Growth.Renewing itself to become more effective.Improving its system and services.Change and becoming more dynamic.Playing leadership roles
Characteristics of HRD.HRD is a system: we must consider HRD as being up severalmutually dependent part or subsystem, such as procurement ,development and performance apprasial.chanage in any onesubsystem leads to change in other part..HRD is a planned process: HRD is a planned system ofdeveloping people, it is a lifelong process..HRD develops competencies at four levels: At individuallevel are made aware of their roles and what is expected ofthem, so that they are able to improve their skill andattitudes accordingly. At the dyadic level, strongeremployer-employee relationships are developed more trust,mutuality and help. At group, committees or task groups aremade more effective by developing collaboration in their
inter-group relationship. At organisational level, development ofcompetencies involves the development of self-renewing mechanismsin the organisations which enable it to adjust to change in itsenviournment and to be proactive..HRD is a continuous process: Organisation can facilitate theprocess of development by planning for it, by allocatingorganizational resources for the purpose ,and by creating an HRDphilosophy that value human being and promote their development..The ultimate objective of HRD is to contribute to theprofessional well being, motivation and pride of employees:
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
Importance for HRD.HRD is needed to develop competencies.HRD is needed to mitigate some of the evilconsequences of industrialization.HRD is needed to bring about system-wide change.HRD is needed to develop a proper climate inthe organization
Following areas seems to befundamentals 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