HRD, HRM, HDI, DIMENSIONS, NEEDS AND PRIORITIES

1. HUMAN RESOURCE DEVELOPMENT
SUBMITTED BY: SEHRISH BUSHRA
DATE: 1st May, 2021

2. TOPICS TO BE COVERED
• HUMAN DEVELOPMENT
• HUMAN RESOURCE DEVELOPMENT (HRD)
• HUMAN DEVELOPMENT INDEX (HDI)
• HUMAN RESOURCE MANAGEMENT (HRM)
• DIFFERENCE BETWEEN HRD AND HRM
• DIMENSIONS OF DEVELOPMENT
• NEEDS AND PRIORITIES OF HRD
• APPROACHES OF DEVELOPMENT

3. HUMAN DEVELOPMENT
What is human development?
Human development is about
expanding the richness of
human life, rather than simply
the richness of the economy in
which human beings live. It is
an approach that is focused on
people and their opportunities
and choices.

4. HUMAN RESOURCE DEVELOPMENT
• A number of definitions of HRD have been given by the pioneers of Human
Resource Development.
• Milton Hall defines ‘Human Resource Development’ as the process of
aiding employees to gain effectiveness in their present and future work
through development of appropriate habits of thought and action, skill,
knowledge and attitudes. This aims at increasing the effectiveness with
which the functions of an organization are carried, out by increasing the
effectiveness of its personnel.
• The definition given by Milton Hall stresses development of knowledge,
skill and attitude. As far as knowledge and skills are concerned, it is
possible with planned effort on part of HRD executive.
• In respect of attitudes, improvements are possible only with long range
efforts and planned efforts by HRD executive and success in this area
cannot be much predicted or ensured as it would largely depend on the
willingness and readiness of the person, or persons whose attitude is to be
improved.

5. HUMAN RESOURCE DEVELOPMENT
• According to TV Rao, HRD is “a continuous planned
process by which employees are helped to
• (a) acquire or sharpen capabilities required to perform
various functions associated with their present or
expected role;
• (b) develop their general capabilities as individuals and
discover and exploit their own inner potential for their
own and organsational purposes;
• (c) develop an organizational culture in which superior
subordinate relationship, teamwork and collaborations
among sub-units are strong and contribute to the
professional well-being, motivation and pride of
employees”

6. HUMAN DEVELOPMENT INDEX (HDI)
Human development
Index (HDI) :
Human Development
Index is measurement
of:
•Education Index
•GNI Index
•Life Expectancy Index

7. HUMAN RESOURCE MANAGEMENT
• Human resource management (HRM) is
the practice of recruiting, hiring,
deploying and managing an organization's
employees. HRM is often referred to
simply as human resources HR. A
company or organization's HR department
is usually responsible for creating, putting
into effect and overseeing policies
governing workers and the relationship of
the organization with its employees.
• The role of HRM practices are to manage
the people within a workplace to achieve
the organization's mission.
• A company is only as good as its
employees, making HRM a crucial part of
maintaining or improving the health of the
business.

8. DIFFERENCE B/W HRM AND HRD
HUMAN RESOURCE
MANAGEMENT (HRM)
• 1- It is a broader concept.
• 2- It deals with all aspects of
human resource function.
• 3- It is concerned with
management of people or
resources in an organization.
• 4- Its functions are mostly
formal.
• 5- Its focus is for the well
being of organization.
HUMAN RESOURCE
DEVELOPMENT (HRD)
• 1- HRD is a part of HRM.
• 2- It only deals with the
development part.
• 3-It is concerned with
development of resources in
an organization.
• 4- Its functions are more
informal and less formal.
• 5- Its focus is more on the well
being of the person.

9. DIMENSIONS OF DEVELOPMENT
• PHYSICAL DEVELOPMENT
• SOCIAL DEVELOPMENT
• CULTURAL DEVELOPMENT
• POLITICAL DEVELOPMENT
• MORAL AND SPIRITUAL
DEVELOPMENT
• ECONOMIC
DEVELOPMENT
• ECOLOGICAL
DEVELOPMENT
• INTELLECTUAL
DEVELOPMENT
Physical
Development

10. DIMENSIONS OF DEVELOPMENT
PHYSICAL DEVELOPMENT
MORAL AND SPIRITUAL
DEVELOPMENT
This dimension focuses on
practicing healthy daily habits. It is
important to building strength,
flexibility, and endurance. To help
prevent disease and add quality
years to your life, experts advise a
complete wellness approach.
A set of core beliefs or values that shape you
and how you live your life often creates
harmony. If you’re willing to seek meaning
and purpose in your life with an open mind,
you will likely find inner peace.

11. DIMENSIONS OF DEVELOPMENT
CULTURAL DEVELOPMENT SOCIAL DEVELOPMENT
Personal connections contribute to a
long and fulfilling life. When you
nurture relationships with family and
friends, you create healthy support
networks for life.
Culture is a powerful driver for development,
with community-wide social, economic and
environmental impacts. ... Culture ensures
unity during crisis, influences identity, debate
and dialogue. It is important for nation building
and for peace and reconciliation.

12. DIMENSIONS OF DEVELOPMENT
POLITICAL DEVELOPMENT ECONOMICAL DEVELOPMENT
Political development can be
defined as an increase in national
political unity and an increase in
political participation. Country
performance on the quality of the
electoral process and participation,
government corruption and
transparency.
Economic Development is the creation of
wealth from which community benefits
are realized. It is more than a jobs
program, it's an investment in growing
your economy and enhancing the
prosperity and quality of life for all
residents. Economic development means
different things to different people.

13. DIMENSIONS OF DEVELOPMENT
INTELLECTUAL DEVELOPMENT ECOLOGICAL DEVELOPMENT
An active and open mind leads to a life filled
with passion and purpose. To further apply this
dimension of wellbeing, engaging in creative
and stimulating activities are ideal, helping to
keep your mind sharp and your brain healthy
and happy.
Ecological development is the direct result
of investment in infrastructure, scenic
surroundings, green areas, and public
spaces. Love the Earth and Help the planet
and bring a sense of accomplishment and
wellbeing to your own life.

14. NEEDS OF HRD
• Human resources development (HRD) refers to the vast field of
training and development provided by organizations to increase the
knowledge, skills, education, and abilities of their employees. In
many organizations, the human resources development process
begins upon the hiring of a new employee and continues
throughout that employee's tenure with the organization.
• Many employees come into an organization with only a basic level
of skills and experience and must receive training in order to do
their jobs effectively. Others may already have the necessary skills
to do the job, but don't have knowledge related to that particular
organization. HR development is designed to give employees the
information they need to adapt to that organization's culture and to
do their jobs effectively.

15. PRIORITIES OF HRD
• Any organisation that is interested in improving its services and its
effectiveness needs to develop its employee competencies to perform the
tasks required to bring about such improvements
The HRD priorities are:
• Supporting and ensuring workers’ wellbeing
• Enabling effective flexible and remote working arrangements
• Delivering a brilliant employee experience through technology
• Attracting and retaining top talent
• Making evidence-based decisions
• Growth of organization.
• Diversification in an organization
• Renewing itself to become more effective
• Improving the systems and services of an organization
• Change and becoming more dynamic
• Playing leadership roles

16. APPROACHES OF DEVELOPMENT
• There are 7 approaches for HRD:
• HUMAN CAPITAL APPROACH
• SOCIAL PSYCHOLOGICAL APPROACH
• THE POVERTY ALLEVIATION APPROACH
• QUEEN BEE APPROACH
• MOTIVATIONAL APPROACH
• THE INPUT APPROACH
• THE CREATIVITY APPROACH

17. 1. HUMAN CAPITAL APPROACH
• This approach given in 1960s dealt with managing
& measuring worker productivity. Schultz was of
the view that investment in development of
human beings for acquisition of useful skills and
knowledge could only yield results if direct
expenditure in health, on-the-job training, and
formal education and internal migration was
made. These activities were directly related to
human capital formation. He linked economic
growth to human capital and was of the view that
renewed thrust was needed in order to help
human capital bring to full bloom.

18. 2. SOCIAL
PSYCHOLOGICAL
APPROACH
• This approach highlights that motivation, attitude and
values are important variables in development. David Mc
Clelland studied the various factors that contributed to
economic development of various countries. Based on his
extensive research which he published in his seminal work
“The Achieving Society” published in 1961, he concluded
that motivation to achieve excellence led to economic
development.
• He further suggested that management should pay
attention to the effects of the plans on attitude, value and
motives of people because in his opinion it was these
factors that had a bearing on the success of the plans. He
linked achievement motivation to economic improvement
and suggested ways to develop human potential.

19. • 3. The Poverty Alleviation Approach (World Bank Report
of 1980):
• This approach suggests that involvement of state is needed
for development of people and reduction of poverty in an
economy. Based on the Report of the World Bank of 1980;
it identified investments that needed to be done for
equipping the poor to become self-sufficient. This approach
was a step forward in recognizing economic role that
human development could play. It further established the
importance of developing human competence for poverty
alleviation leading to economic development.
• 4. Queen Bee Approach:
• As the name itself suggests, in this approach one particular
individual makes use of all the available resources for his
own development. This is based on belief that individual
has ability to lead the community and take care of it.

20. • 5. Motivational Approach:
• Drawing from the
Psychological approach, this
goes a step forward in the
direction of recognizing
motivation as the sole means
for improving efficiency hence
productivity.
• 6. Inputs Approach:
• This is a mechanistic
approach, which seeks to
calculate the benefits of HRD
as a ratio of input and output.

21. • 7. The creativity approach
• This emphasizes on creativity and
innovations as the key aim of HRD
activities. Creative organizations are
equipped better to deal with crises
and face competition as creativity
deals with developing stupendous
ideas and innovative concepts.
Creativity is an important competitive
resource as Organizations may lose
many fruitful prospects due to lack of
creativity.
• Businesses are facing challenges in the
form of rapidly changing technologies,
severe competition and volatile
markets and a creative approach to
business would arm the employees
with necessary skills to handle such
uncertain situations.

22. References
• France Stewart (2013) “Capabilities and Human Development: Beyond the
individual – the critical role of social institutions and social competencies”, Human
Development Report Office Occasional Paper, 2013/03.
• About human development. (n.d.). Retrieved April 24, 2021, from
https://measureofamerica.org/human-development/
• Bhardawaj, A. (2019, August 07). What is human Resource DEVELOPMENT?
Meaning, functions & concept. Retrieved April 24, 2021, from
https://www.economicsdiscussion.net/human-resource-development/what-is-
human-resource-development/31779
• Chai, W., & Sutner, S. (2020, December 04). What is human resource management
(HRM)? - definition from whatis.com. Retrieved April 24, 2021, from
https://searchhrsoftware.techtarget.com/definition/human-resource-
management-HRM
• Human development reports. (n.d.). Retrieved April 24, 2021, from
http://hdr.undp.org/en/humandev
• Human resource DEVELOPMENT (HRD): Relevance, DIMENSIONS & importance.
(2018, July 24). Retrieved April 24, 2021, from
https://www.businessmanagementideas.com/hr/human-resource-development-
hrd-relevance-dimensions-importance/18007