This document discusses human resource development (HRD). It begins by defining HRD as concerned with developing and implementing people strategies to ensure organizational goals are achieved. Common HRD activities are listed as training, education, and development. The document then discusses the importance of training and development for achieving strategic goals in the 21st century. It notes that HRD practices may differ between countries and cultural differences are important to consider. The document also provides context on the history and development of HRD as a field in India. It identifies factors that have contributed to the growth of HRD as a profession and types of assistance provided by human resource departments.

1. Human Resource Development
By:
Sonali Srivastava
PGDM (II Sem)

2. Introduction
Human resource management is concerned
with the development and implementation
of people strategies, and ensures that the
culture, values and structure of the
organization, and the quality, motivation
and commitment of its members contribute
fully to the achievement of its goals.
Common Activities within HRD are:
• Training
• Education &
• Development

3. What We Need to Know About Training and Development for the 21st Century
Training and development play a significant role in
achieving a company’s strategic goals.
Training is crucial to bring about change and the
operation of a world-class organization.
Recognition of cultural differences and different
work practices and approaches is important.
Training and development programs must be
monitored to respond to changing needs.
Training and development must be differentiated.

4. 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.

5. 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 started masters
degree in HRD programs & Doctoral
program is in place, and the body of
knowledge in the field is growing. Now HRD
is Professionalized.

6. Factor Responsible for Development of HRD Profession
The role of HRD in improving
organizational competitiveness.
The recognition of employees as a
valued resource.
Technological change.
The Rising Competition both at Home
and Abroad.
Organizational Changes and
Maintaining Social Responsibility.

7. Types of Assistance Provided by Human Resource Departments

8. Steps to Identifying and Implementing Appropriate Skill
Development Activities
Analyzing performance needs.
Distinguishing instructional needs
(Decision Making, Interpersonal, Problem
Solving Skills.
Applying relevant learning principle
(Feedback, Practice).
Recognizing ability levels of participants.
Selecting appropriate instructional formats.
Identifying program delivery options.
Evaluating the effectiveness of the HRD
program.

9. Reasons for Performance Needs
Lower than desired performance
levels
The introduction of new technology
An inability to hire qualified applicants
A desire to prepare employees for the
future work demands
Implementation of new organizational
structures

10. 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

11. Thank You