Human resource development (HRD) involves developing the competencies of employees through processes like training, performance appraisal, and organization development. This enables people to perform their jobs better and helps the organization achieve its goals. HRD is a planned and continuous process that facilitates competency development at the individual, group, and organizational levels. The ultimate aim of HRD is to contribute to the well-being, motivation, and pride of employees while also meeting the needs of the organization.

1. HUMAN RESOURCE DEVELOPMENT

2. 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;
.Stabilizing
.Diversifying
.Growth
.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 apprasial.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.
.HRD develops competencies at four levels: 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. At the dyadic level, stronger
employer-employee relationships are developed more trust,
mutuality and help. At group, committees or task groups are
made more effective by developing collaboration in their

7. inter-group relationship. 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
enviournment 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