The document discusses the concepts of human resource development (HRD). It defines HRD as a process that enables people to make things happen by developing their competencies, including knowledge, skills, attitudes and values. It also creates conditions for people to apply these competencies for their own benefit. The document outlines different perspectives on HRD from economists, psychologists, and sociologists. It discusses the objectives, processes, approaches, roles and functions of HRD in organizations.

1. By : Anubha Maurya Walia
Trainer and Consultant
T r a i n i n g s a n d C o n s u l t a n c y
HUMAN
RESOURCES
DEVELOPMENT

2. People make things happen.
HRD is the process of enabling people to
make things happen. It deals with both
process competency of developemnt of
people and creation of condition to apply
these competencies for their own benefit.
Competencies includes knowledge, skills,
attitudes and value.
HRD
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3. HRD account for overall development
process.
More we discover about human relationship
the most problem of communication at inter,
intra personal and regional levels becomes
more and more acute
The march of science and technology makes
it more essential to take the best advantage
of HR.
HRD – an overview
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4. The emerging literature in the field of HRD indicates
mutlifacet meaning. The well known story of 5 blinds
and the elephant is recalled to emphasis the fact for
interpretation and definition.
Economist views HRD from economic angle of capital,
assest, labour, skill and wages.
Psychologist's perception of HRD border on
psychological dimension of attitude, value, perception
and intelligence.
Sociologist’s view might be the quantum of social
relations and value exchange i.e development of society
Overview
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5. Two vital question are involved in the
conceptualization of HRD. What constitutes
HR and what are HRD strategies?
Also, the concept of HRP (human resources
planning, HRM (human resource
management) and HRA (Human resources
accounting) are also considered essential
intermediate.
Framework of HRD revolves heavily on
Manpower planning & employment
Overview
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6. Improvement in manpower is the key to the
economic development for growing nations
like India which is vast in Human resources.
Also, improvement in quality and utilization of
personnel has been major factor for growth.
We need to look closely employer employee
relationship and how to smoothen it.
Building HR strategies for Org growth
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7. Smily and Lank describes conceptual
framework of HRD by creating new label
HROM‐Human Resources and Organizational
Management, subdivided in 3 heads
HRM, OP&D, E&IR
HRM – Human resource management –
includes traditional function of personnel and
administration i.e employee data files, job
evaluation, benefits, safety security, health,
recruitment, selection, staffing, Performance
HRD & Org Planning in organised sector
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8. Appraisal, succession planning, training.
OP&D‐ Organization Planning and development –
Consist of activities related to org as social systems
which focus on changing the human infrastructure
through intervention eg Planning of organizational
structure to strategic imperatives, building org
culture & monitoring employee attitude
E&IR – Employee and Industrial Relation – Includes
grievance handling, collective bargaining and
industrial participation
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9. The main function of HROM
Strategy formulation and planning
Policy development
Monitoring and measuring implementation
HROM
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10. To provide comprehsive framework and
methods for development of HR in org.
To generate systematic info related to HR for
manpower planning, placement, succession
planning.
To increase capabilities of an org to recruit,
retain and motivate talented employees
To create a climate where each employee can
discover, develop and uses there capability to
fullest for self and org goal.
OBJECTIVES of HRD
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11. HRD is a process than technique or
mechanism, by which employees or org are
helped in continuous planned way to:
Acquire and sharpen their capability require to
perform various functions associated with their
present and future roles.
Develop their capability as individual and
discover, exploit their own potential for their own
benefit and org development.
Develop org culture for strong team work,
motivation and pride of employees.
HRD
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12. HRD PROCESS
Input Output
HR
HR
Management Manpower forecasting
Planning
Recruitment Planning
and placement Recruitment
Introducing HRD Selection
Knowledge
development
OPTIMISING
RESOURCES Placement
Skills Performance
Attitude On the Job training
Interpersonal skill
development
UTILISATING OF
RESOURCES
Development of
existing manpower
for future
FEEDBACK
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13. There are five approaches for HRD process
Queen Bee Approach
The Brahmanic Approach
The Human Input Approach
Automation Approach
The Creativity approach
HRD Approach
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14. Queen Bee = One particular individual utilizes
all available facilities resources for his / her
own development. This is based on the belief
that individual has ability to lead the
community and take care of it.
The Brahmanic Approach = An elite group of
community takes opportunity to utilize the
surplus of community for their development.
This is evident on all civilization growth.
Approaches
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15. Human Input approach = It is based on the
simple equation than all 5Ms when put as an
input is directly proportional to the efficiency
and quality of output.
Automation approach = If innovation and
modification are implemented in the system,
HRD efforts are simplified and rationalized.
Modern machine like computer, CAD, have
accelerated decision making process.
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16. The creativity approach = HRD focuses on
innovation and creativity to utilize Latent
potential. Elton Mayo, Hertzberg, Maslow
insisted motivational approach to improve
quality and productivity of human behaviour.
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17. Supportive Role –
Strengthening operating and executive levels
Consolidating existing strengths
Managerial role
Planning the future manpower need
Getting the best people available
Retaining, motivating people available
Utilising people selected
Assessing people for there contribution
Job analysis, evaluation and planning of growth
ROLES AND FUNCTION of HRD
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18. Role of System development & research
Process Role –
Creating necessary culture and values in
organization
Diagnose
Intervention
HRP – analytical role of HRD to study org
polices and it is different than manpower
planning. The selection of personnel based on
future career planning and org development
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19. HRA (accounting)‐ HR is also an investment
and this assets need to be computed and
controlled. HRD takes care of by way of
comparison of cost of requirement process,
cost of inhouse availablity and hiring from
outside.
HR Allocation and role planning – to perform
a specific task to achieve the objective there
must me clarity of responsibility and
accountability of an employee.
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20. HR T&D – HRD dept helps org to equip each
employee with desired knowledge and skills
to perform his or her job effectively in present
situation and to develop competencies for
future requirement.
HRM‐ Human resource maintenance binds
the employees with org and develop
belongingness.The emphasis of human value
in management has helped to develop woth
ethics and respect to the self esteem.
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21. INPUT
HR
Role
Description
Org Structure
Cost input
ROLE OF HRD IN OD
PROCESS
Role
clarification
Widening
Perception
T&D process
Group
Dynamics
OUTPUT
Perception
Moral
Improvement
Rise in self
esteem
Improved
productivity
Harmonious
work
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22. People make things happen.
HRD is the process of enabling people to
make things happen. It deals with both
process competency of development of
people and creation of condition to apply
these competencies for their own benefit.
Competencies includes knowledge, skills,
attitudes and value.
HRD
Trainings & Consultancy

23. Write to Anubha at :
prismtrainingandconsultancy@gmail.com
Address : A 419 Sarita Vihar New Delhi ‐110076
Phone: 9818446562
Working as an Entrepreneur