Human Resource Development (HRD) focuses on enhancing the skills, knowledge, and abilities of employees to meet current and future job demands while fostering an overall conducive environment for organizational growth. It encompasses training and development, organizational development, and career development, making it a strategic investment in a company's workforce. By improving employee capabilities and well-being, HRD creates benefits for both individuals and the organization.

1. Functions
of HRD
Presented By-
Yash Dwivedi
M.Sc. Agricultural Extension
CAU/CPGS-AS/AG-EXT/M23/06
CAU, IMPHAL

2. ● HRD is the framework for helping employees develop their personal and
organizational skills, knowledge, and abilities.
● A set of systematic and planned activities designed by an organization or HR
department to provide its members with the necessary skills to meet current and
future job demands.
● The concept of Development should cover not only the individual but other units in
the organization, too.
● The entire department and the entire organization also should be covered by
development.
● Their development would involve developing a climate conducive to their
effectiveness, developing a self-renewing mechanism in the organizations so that
they are able to adjust and develop relevant processes which contribute to their
effectiveness.
Introduction

3. ● Human Resource Development is one of the
primary functions within the HRM.
● An ASTD-sponsored study by Pat McLagan
in 1989 depicted the relationship between
HRM and HRD functions as a “human
resource wheel.”
● The original HR wheel from McLagan
identified three primary HRD functions:
(1) Training and development
(2) Organizational Development
(3) Career development.
Functions of Human Resource Development
https://images.app.goo.gl/VDjKbwQMM5DX85GK7

4. Training and Development
● Training is the most important activity which plays an important role in the development of
human resources.
Systematic
Process of
acquisition
Attitude
Knowledge
Skills
• To put the right man at the right
place with training has now become
essential in today’s globalized
market.
• The traditional approach of training
and development believed that
managers are born and not made.
• They were also of the opinion that the
training is a very costly affair and not
worth.

5. Developmental Activities Have a Longer-term focus on preparing for Future Work Responsibilities
Also Increasing the capacities of employees to perform their current jobs

6. ● When an employee enters the organization these programs are carried out-:
● Objectives of Training and Development-:
Counselling
Coaching
Skills and
technical
training
Employee
orientation
Societal
Objectives
Functional
Objectives
Organizational
Objectives
Individual
Objectives

7. Increase in Efficiency
Reduced supervision
Increased organisational
Viability & flexibility
Increase in employee
morale
Better human relations
Outcomes of Training in an Organisation

8. Organizational Development
● OD is the process of improving an organization's effectiveness and member’s well-being
through the application of behavioral science concepts.
● OD emphasizes on-:
Macro
Micro

9. ● In an OD intervention-:
HRD
Professional
Change Agent

10. ● An organisation should be concerned not only with its growth, but with its health, too.
● It needs to diagnose its problems from time-to-time and take steps to develop new competencies
to cope with the various problems and challenges it would be facing.
● Aims of OD-:
Maintaining Profiles
of organizational
health
Monitoring
Organizational
Health
Conflict
Management
Assisting Sick
Departments
Helping Interested
Units & Department
in Self-renewal
Creation of strong
teams
Build a climate that
promotes enabling
capacities in the org.

11. Career Development
● Career development is “An ongoing process by which individuals progress through a series of
stages, each of which is characterized by a relatively unique set of issues, themes, and tasks.
● Human resource development becomes effective when it is linked to the career planning of all
individuals in an organization.
● Career development involves two distinct processes:-
Career
Planning
Career
Management

12. ● Career planning is the systematic process by which an individual selects his career goals and the
path to achieve these goals.
● Career development represents the entire sequence of activities and events related to an
individual’s career.
● Career development encompasses the period of acquiring educational qualifications and
certifications, career path, self-actualization as an individual, shifting of careers, and career
growth.
● There is a strong relationship between career development and T&D activities- An
organization’s training and development plans can help individual employees in career planning
and development

13. ● Human Resource Development (HRD) isn't just about training employees.
● It's a strategic investment in a company's most valuable asset: its people.
● By focusing on skill development, performance improvement, and employee well-being,
HRD creates a win-win situation.
● Employees grow in their careers, and organizations gain a competitive edge through a
more effective and engaged workforce.
Conclusion

14. ● Human Resource Development 6e by Jon M. Werner & Randy L. DeSimone, 6th edition.
● Ignou Notes. Training and Human Resource Development.
References