This document discusses the future of human resource development (HRD) in India. It outlines how HRD became a recognized profession in India in the 1970s and was first implemented successfully at Larsen & Toubro Limited and State Bank of India. The document also examines global models and Indian experiences of the HRD function within different organizations. It emphasizes that HRD managers should focus on intervention, 360 degree feedback, and empowering people rather than dictating roles. The conclusion is that HRD will be an important tool for organizations going forward.

1. FUTURE OF HRD
By- Brijesh Yadav
(MBA+PGDBM)
Taxila Business School

2. FUTURE OF HRD INTODUCTION
 By “HRD” I mean “Human
Resources Development”.
 2 decades this term became popular
in india.
 Mr. Pareek and Mr. Rao in “1975”
outlined the new “HRD” system.

3. “HRD as a PROFESSION” WHERE ARE WE?
 “HRD” was initiated in India at “Larsen &
Toubro Limited”.
 After “L&T” implemented it “SBI” implemented it
and got the results.
 Elements of “PROFESSIONALIZATION”
Structural , Contextual ,Activity , Educational.

4. HRD Function -Global Models & Indian Experiences
 Since last 25 years organizations have
redesign their personnel and other
departments.
 Structure of the “HRD” Function under
various organizations:-
Consumer Products Company (CPC).(10)
Multinational Electronics Manufacturing
Company (MEMC). (6)

5.  Indian Multinational Company (IMC). (31)
 Cement Manufacturing Unit (CMU).(10)
 Venture Finance Company (VFC). (1)

6. HRD Managers of Today
 Only (HRD) managers make “intervention”.
 Results of Surveys.
 360 degree feedback is must.
 They are “Role Makers” rather then “Role
Takers”

7. HRD : THE VISION
 “Every human being is born with tremendous
talent”.
 “HRD” managers should be learning-oriented.
 Even CEO’S need to become HRD Managers in
order to be successful.
 Focus on Value Addition and People Utilization.

8. REQUIREMENTS For Making “HRD” WORK
 First Resource : “HRD” Professionals.
 HR Capabilities.
 HRD Professional Knowledge.
 Personal Attitudes and High Values.

9. CONCLUSION
 As we have seen that “HOW” important “HRD”
plays a role in this society as a whole.
 yes “HRD” is an Effective tool for organizations.
 In the end I would like to say that yes “HRD” IS
“THE FUTURE”.