Human Resource Development (HRD) involves developing the skills, knowledge and abilities of employees through planned training and organizational development activities. HRD strategies integrate training, development and career development efforts to achieve individual and organizational goals. Major HRD strategies include communications, accountability, quality improvement, cost reduction, entrepreneurship, culture building, and systematic training. The goals of HRD are to enable employee capability, develop relationships between employees and supervisors, and integrate people development with organizational development.

2. Human Resource Development
• Human Resource Development (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.

3. HRD Strategies
“ HRD Strategies are a plan that defines how the human
resources would be utilized through the use of an integrated
array of training, organizational development and career development
efforts to achieve individual, organizational objectives.”

4. Major HRD Strategies
Communications Strategy:
In today’s changing scenario, it is essential to educate and
train employees about the change
Accountability And Ownership Strategy:
Employee’s accountability and ownership leads to higher
productivity and customer acceleration.
Quality Strategy:
Quality needs to be fostered in the employees through
training and development.

5.  Cost Reduction Strategy:
Every employee’s contribution in savings is crucial as small
contributions from each employee can be pooled by organizations to
save substantial savings at the end of a given period and enhance its
competitive strategy.
Intrapreneurship Strategy:
Every employee needs to be an independent entrepreneur, who can
generate ideas and bring them to reality by using the existing resources
and support of the org to create innovative and creative products and
services.
Culture Building strategy:
Org’s valuing its employees have a sustainable competitive edge over
competitors because employees are highly charged, motivated and
commitment to the org.

6. Systematic Training Strategy:
The planning and organization of formal on-job training and
off-job training leads to improving vital employee
characteristics, build and sustain appropriate work culture
and brings in more professionalism in action.
Learning Strategy:
Continuous development and learning environments promote
self development of employees, of self and by self.

7. Goals of HRD
 To enable the capability of each employee as an individual in
relation to his present & future role.
 To develop relationship between each employee & his/her
supervisor.
 Integration of people development with the organizational
development.
 To develop team spirit in people working in an organization.
 To develop the human resources philosophy for the entire
organization & get the top management committed to it openly.
 To develop cooperation & Collaboration among different units of
the organization.

8.  Maximization of learning opportunities of individuals in an
organisation
 To maintain the overall health of an organisation.
 Balancing of change & adaption.
 HRD is needed to develop competencies.
 Create environment for the trainees conducive to their character
building.
 Promote a culture of creativity, innovation, human development,
respect and dignity.
 Provide opportunity for development of different level of
employees.
 Need based training programs.
 Prepare newly inducted staff to perform their work with high level
of competency and excellence.