HRD

1. Human Resource
Development (HRD)
By: Prakash Dhakal, MBA in HRM - IBMS College - 2012

2. To figure out the development process of HRD from its beginning in Global and Indian Context
To give the core concept, objectives and to figure out the profession of HRD
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
To make Discussion on HRD Challenges and Trends
Objectives of the Presentation

3. Definition: HRD
1
HRD in Global and Indian Context
2
3
HRD Practice in the Organizations
4
The Challenges of HRD
5
HRD – A Profession
Outlines Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

4. Definition: HR Development
Nadler (1970), HRD as a series of organized activities conducted within the specified period time, and designed to produce behavioral change.
Common Activities within HRD are:
Training
Education &
Development
Revised Definition, Nadler (1984), HRD as organized learning experience in a defined time period to increase the possibility of job performance & Growth.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

5. Definition: HR Development
A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in determining the way professionals works. Examples >>
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

6. Definition: HR Development
A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in determining the way professionals works.
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries. Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

7. Definition: HR Development
A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in determining the way professionals works.
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

8. Definition: HR Development
A recent review of the definition of HRD by Mclean and Mclean (2001) provides many insight into the field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in determining the way professionals works.
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

9. Definition: HR Development
Mclean and Mclean (2001), Revised Global Definition of HRD (after reviewing various definitions in the world) Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
HRD is any process or activity that, either initially or over the longer term, has the potential to develop adults’ work based knowledge, expertise, productivity, and satisfaction, whether for personnel or group/team gain, or for the benefit of an organization, community, or ultimately the whole humanity.

10. HRD Research Concerns
360 Feedback Action Learning Career Development Change and its Management Education Culture and Diversity Diversity Evaluation Global HRD Informal Learning Knowledge Management Leadership Development Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
Mentoring and Modeling
Needs Assessment
Organizational Commitment
Organizational Development
Performance Appraisals
Professional Development
Training Effectiveness
Transfer Learning
Work Values
Work Place Learning
Management Development
Learning Organizations

11. HRD in Global Context
As the concept of HRD is new, implementation of the concept of HRD is rapidly increasing. HRD is more implemented and practiced as developed countries rather then developing countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012 HRD Practice in USA and other countries:
HR is rather well developed field in US
From the early 70s for over decade, HRD has remained and enlarged concept of Training and Development
In the early 70s, HRD is termed as ASTD .
HRD in today’s Global context used to mean many process starting from individual performance improvement programs to adult education.

12. It is difficult for the lay people and the public to differentiate between HR Development Professionals and HR Professionals as both carries the HRD Designation
In one case, it meant HR Development Managers and in the other it meant Manager – HR Department. In both cases referred to as HRD Manager it becomes different to differentiate.
Other Countries too have experienced this.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

13. HRD in Indian Context
Prof. TV Rao, Major Contributor of HRD concept and theories in Indian context.
The first dedicated department was started in India about 25 years ago at L&T.
The national HRD network was formed in the year 1985 and sustained itself with good work since then.
An Academy of HRD was started in 1990
Only few institutions have strated masters degree in HRD programs & Doctoral program is in place, and the body of knowledge in the field is growing. Now HRD is Professionalized.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

14. Professionalization of HRD
The increasing need of HRD increase the professionalization. Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
HRD is the need of today’s organization to compete with competitors or to cope with change.
It is not possible for anyone to perform HRD Roles.
HRD required specialized Training, Preparation and Knowledge.
A Profession behavior is defined by high degree of specialized knowledge, social responsibilities, self monitoring of ethical behaviors through code of ethics and a system of intrinsic and extrinsic rewards. (Barber, 1963)

15. Professional bodies in HRD
There are only few professional body dedicated to HRD and formed it (who were from ASTD) Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
There are just 800 professionals as HRD members over
the world.
They organize annual HRD Research Conference and Paper Presentation with the aim of theory building on HRD.

16. Many Universities in the US have implemented academic programs for HRD to meet the increasing demand for employees Skills and Expertise
The program is demand from the students of various background.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
Professional Development of HRD Professionals (In the US)
George Washington University offers a masters program in HRD with various courses, like: - Human Resource Development -- Adult Learning Program -- Organizational Learning -- Strategic Human Performance Process -- Current Issues in HRD -- Assessment of Impact of HRD… etc

17. Tracing the history, the personnel function derived from the introduction of welfare and charitable activity,
The second development spring from employer's endeavors to cope with the challenges of Trade Unionism.
Also the technological challenges is the major responsible factor for the development of HRD Profession. Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
Factor Responsible for Development of HRD Profession

18. Other FACTORS
The Rising Competition both at Home and Abroad (virtually reduces the profit to the level of production costs)
The rise of Consumerism, Government Protection, also International Competition Develop the necessity to Maintain the Quality & Price.
Organizational Changes and Maintaining Social Responsibility.
The Structural Changes in Employment
(more are oriented towards white colored job. Gradual decline of unskilled jobs)
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
Factor Responsible for Development of HRD Profession

19. HRD –Separate Personnel Discipline
Kurl Lewins (1947), Studies of behavior of small groups and setting up the national training laboratories is the first beginning of HRD Profession
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012
There are just 800 professionals as HRD members over
the world.
They organize annual HRD Research Conference and Paper Presentation with the aim of theory building on HRD.

20. HRD Practice in China
A planned, organized education and learning process provided
by the organizations to improve employees knowledge and skills
and as well as change their job attitudes and behavior
In china, there is no difference between HR, HRD and Personnel.
HRD Practice in France
HRD Practice in Japan
HRD Practice in Korea
HRD Practice in Singapore
HRD Practice in different Nations
HRD Challenges
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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21. HRD Practice in China
HRD Practice in France
Competitive Development
Satisfaction to the Human Requirements of organization development
Training, and Internal Career Paths …
HRD Practice in Japan
HRD Practice in Korea
HRD Practice in Singapore
HRD Practice in different Nations
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
HRD Challenges
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22. HRD Practice in China
HRD Practice in France
HRD Practice in Germany
There is no field defined as Human Resource Development (HRD).
Personnel specialists in management do some research in this area also
HRD Practice in Japan
HRD Practice in Korea
HRD Practice in Singapore
HRD Practice in different Nations
Prakash Dhakal, MBA - Human Resource Management Dec – 2011 HRD Challenges
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23. HRD Practice in China
HRD Practice in France
HRD Practice in Japan
The Term of HRD is defined by three terms.
1)Noryuku Kathatu (Development of Individual Abilities)
2)Jinji Keisei (formulation level of mastery over human resource through the work system and trainings)
3)Jinjai Ikusai (fostering of development of human resources through the management of human resources process)
HRD Practice in Korea
HRD Practice in Singapore
HRD Practice in different Nations Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Individual development, Career development and Organization development are three major components of HRD in Japan.
HRD Challenges
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24. HRD Practice in China
HRD Practice in France
HRD Practice in Japan
HRD Practice in Korea
Most Korean Staffs treat it is an equivalent to training and development. OD, T&D, CD are sometimes included.
HRD Practice in Singapore
HRD Practice in different Nations Prakash Dhakal, MBA - Human Resource Management Dec – 2011
HRD Challenges
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25. HRD Practice in China
HRD Practice in France
HRD Practice in Japan
HRD Practice in Korea
HRD Practice in Singapore
Major Public agencies describe HRD as a set of activities related to knowledge and skill development through organization and community development, education, trainings and re-trainings in a life long learning process to improve productivity at the personnel, organizational and community level
HRD Practice in different Nations Prakash Dhakal, MBA - Human Resource Management Dec – 2011 HRD Challenges
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26. HRD CHALLENGES (in 21st Century)
Employee Retention (Money only is not enough for motivation)
To Attract Talents and Staff Motivations
Diversity Management
Measuring HRD impact and Utility and
Responding to the multiple Stakeholders
Human Resource Outsourcing
Maintaining Quality of Work Life etc.
Lack of Ethical Standard of HRD
HRD TRENDS
HRD Practice in different Nations
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
HRD Challenges & Trends
Globalization: Rapid Innovation and Change in Technology, Quality Maintenance and assurance, Low Cost Employees …
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27. HRD CHALLENGES (in 21st Century)
HRD TRENDS
What are the Trends of HRD ? - Discussion HRD Practice in different Nations
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
HRD Challenges & Trends
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29. References:
D. K. Bhattacharya (2008), Bharathiar University – Human Resource Development and Planning.
TV. Rao, (2009), Future of HRD, Macmillan Publication, Chennai, 600041.