Human Resource Development

1. Human Resource
Development

2. Scanning
 Human resource is crucial aspect for development. It
must be produced and managed to fulfill all sorts of
needs in a nation. The challenges on its production
and management should be tackled jointly. A
government’s priority should be to produce skilled
human resource for the sustainable development.

3. What is meant by human resources?
 All skilled and semi-skilled manpower required for a
particular task or by a particular organization for its
operation are called human resources. Human
resources are essential for development.
 It is also called workforce or man and mind-power.
The work done through human resource might either
apply manual, mechanical or mind force.
 Such work can be classified into four major types:
1) Primary 2) Secondary
3) Tertiary 4) Others

4. Classification of work
 Primary: Producing raw materials for subsistence
use or commercial purpose (Farming, forestry,
fishing, mining etc)
 Secondary: Producing goods by using different raw
materials (Processing food grains, production of
goods in factory, construction of buildings,
handicrafts etc)
 Tertiary: Providing services or utilities to other
(transportation, communication, pharmacy,
government jobs, shop keeping, hotels, restaurants,
teaching, etc.)
 Others: Expert services or works (research,
invention, discovery, planning and programming etc)

5. Types of Human resource
(Based on Skilled)
 Highly Skilled: Highly skilled human resource does
the work that involves skill or competence of extra-
ordinary degree and possesses supervisory ability.
(Manager, chief executive, director)
 Skilled: Skilled human resource is capable of
working independently and efficiently and turning out
accurate working (Secretary, costumer service
representative, nurse, secretary, administrative staff,
office clerk)

6. Types …
 Semi Skilled: Semi-skilled human resource has
sufficient knowledge of the particular trade or above to
do respective work and simple job with the help of
simple tools and machines. (salesperson, security
guard, telephone solicitor, waiter/waitress, flight
attendant, taxi driver, laundry operator, office clerk)
 Unskilled: Unskilled human resource possesses no
special training and whose work involves the
performance of the simple duties which require the
exercise of little or no independent judgment or
previous experience. (cleaner, fast food worker, line
operator, sewing machine operator, labour, farm
worker

7. Type (Based on tenure of service)
 Short term HR : It is the human resource prepared for
fulfilling the short-term or immediate needs of a nation. For
instance, census enumerator, volunteer, rescuer, temporary
police during election, plant harvesters, paper folders, etc.
 Long term HR : The workforce prepared for fulfilling both
the immediate and future needs of a country is long-term
human resource. Its examples include civil servants, police,
army etc. Their direct contribution gets over after a fixed
tenure in work. Once retired, they do not tend to become
too active.
 Sustainable HR : This is the human resource that can serve
throughout life once the knowledge or skill is gained and
updated timely. Teachers, doctors, engineers, planners, etc.
fall under this category.

8. Human Resource Development
 Human resource development is the process of
appointing qualified human resource, distribute them
appropriately and train them. Or it is an act of increasing
ability and skill an individual through skill oriented training
and developing resource as a whole.
 Production of workforce for any development work in a
nation is termed as Human Resource Development.
 Human Resource development is the framework for
equipping employees develop their personal and
organizational skills, knowledge and abilities for better
output in an organization.
 It builds up confidence sharpens skill and boosts up the
morale of the employees.
 It can be prepared and updated through education, timely
trainings, seminars and market surveys.

9. Human Resource Management
 Human resource Management is the term that
describes about the system of management of
people in an organization for the smooth functioning
of institutions and organizations.
 HRM deals with all aspects of human resources
functions i.e. from recruitment to rewards and it is a
routine administrative process.

10. Need of Human Resource Development
 For fulfilling the demand of human resource during the
crisis as well as for managing the worker who have
become more in number.
 For the demand and recruitment of human resource on the
basis of Human Resource Planning.
 For deducting or maintaining the required number of
workers of the organization by analyzing its required
number of labours.
 To find out the sufficiency and possibility of skilled and
trained workers required for the country.
 To bring variation in the work and to estimate the
availability and condition of human resource in the market
for doing different types of work.
 To increase the productivity of the organization by
managing the available human resource property.

11. Human Resource Development
(HRD)
Human Resource Management
(HRM)
1. Human resource development
covers specific activates of
development part i.e. training,
learning, career development,
empowerment, etc.
1. HRM covers comprehensive
activities of management i.e. planning,
staffing, developing. Monitoring,
managing and evaluating.
2.HRD is concerned with the
performance of the people only.
2. HRM is concerned with the development of
the entire organization (including that of the
people working there.)
3. HRD is made just for improving the
efficiency of existing human
resources.
3. HRM is made for overall
management of the human resources.
4. The purpose of HRD is to empower
and strengthen the ability of
employees of a certain organization.
4. The purpose of HRM is to improve
the overall performance of the
organization.
5. HRD is more focused on input
(investment)
5. HRM is more focused on output
(result)
6. HRD is a narrow and limited field. 6. HRM is a broader and bigger
concept.

12. Challenges and Foresights of HRD & HRM
 Nepal’s economics condition is not sound and
political instability prevails as a trend.
 Low literacy
 Unscientific education
 Poor scope and platform for job
 Poor policies
 Many workers have migrated to the foreign land
 Unemployment
 Lack of required manpower
 Mismatch between demanded and available human
resource, etc.

13. To face above mentioned challenges ,
following things must have been done
 Production of competitive human resource;
 Balance between demand and supply of human
resource;
 Introduction of scientific and practical education;
 Provision of job oriented (technical and vocational)
trainings;
 Introduction of integrated plans and policies;
 Prioritization to domestic workforce and products;
 Determination of target groups and upgrading of
their efficiency;
 Operation of youth leadership programmes and
 New definition of work

14. Provision and procedure of HRD
 A nation should prepare and produce all type of
human resources for materializing harmonious
development. Otherwise, there can be imbalance in
the workforce, either shortage or overflow. This may
create chaotic situation such as uncontrolled
unemployment. Thus, a government should have
the provision of human resources. It, then after,
should produce human resources of all types.
Nevertheless, its primary focus should always be on
producing skilled and sustainable human resources.
Once prepared, the skills and expertise of human
resources should be used wisely.

15.  Field Visit: Visit a nearby office of a company or
consult the office of your school. Study the various
types of human resources working there. Prepare a
report.
 Find out some people involved in various skilled
works in your community. Make a list of those works
including the benefits to the nation.
 Creative Work: Compose an interview between a
journalist and the Minister of Labour, on the
government policies regarding the production of
skilled human resources.