Human Resource Development (HRD) focuses on training and developing employees to enhance their skills and abilities, contributing to personal and organizational growth. Key roles in HRD include learning strategists, business partners, project managers, and professional specialists, while major functions include planning, staffing, and managing change. Emerging trends in HRD encompass talent management, outsourcing, and the balanced scorecard, among others.

1. HRD

2. • The part of human resource management that specifically deals with training and development of
the employees.
• Human resource development includes training an individual after he/she is first hired, providing
opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks,
and any other developmental activities.
• Human Resource Development (HRD) is the framework for helping employees develop their personal
and organizational skills, knowledge, and abilities.
• Human Resource Development includes such opportunities as employee training, employee career
development, performance management and development, coaching, mentoring, succession
planning, key employee identification, and organization development.
• The focus of all aspects of Human Resource Development is on developing the most superior
workforce so that the organization and individual employees can accomplish their work goals in
service to customers.
• Human Resource Development can be formal such as in classroom training, a college course, or an
organizational planned change effort. Or, Human Resource Development can be informal as in
employee coaching by a manager.
• Healthy organizations believe in Human Resource Development and cover all of these bases.

3. 360⁰ feedback
1. Multisource Feedback for development has become a useful tool
2. Leadership competencies have been developed in many corporations successfully using 360⁰
feedback
3. 360⁰ is a very popular tool.
Job- duty –task method : the job is divided into its subparts providing a comprehensive list that
identifies the job title, each of its duties and tasks and finally the knowledge, skills abilities or other
characteristics (KSAO) required to perform each subtasks.
4 key roles for HRD professionals :
1. Learning Strategist,
2. Business Partner,
3. Project Manager and
4. Professional specialists
1. Learning strategist involved in high level decision making concerning how HRD initiatives will
support the goals and strategies of the organisation.
2. BP works together with mangers and others in determining how the HRD initiatives will be
implemented and evaluated
3. Project Manager is involved with the day to day planning, funding and monitoring of HRD initiatives
4. Professional specialist adds his or her expertise in particular areas, eg. Designing, developing,
delivering, and evaluating the HRD initiatives
HRD managers and executives are more likely to be
involved with the learning strategist and BP roles

4. The major functions of HRM as identified
in accordance with Henry Mintzberg are:
1. Planning
2. Staffing
3. Developing
4. Monitoring
5. Maintaining
6. Managing Relationships
7. Managing Change
8. Evaluation
EMERGING TRENDS IN HRD
1. Talent Management
2. Absconding Employees
3. Balanced Scorecard
4. Outsourcing
5. SIX SIGMA
6. Human Resource Department
HRD IN IT INDUSTRY
Recruitment
People development
Training
Performance appraisal
Work life balance
Pay as you performe
Features of HRD:
1. Systematic approach
2. Continuous process
3. Multi-disciplinary subject
4. All-pervasive
5. Techniques
4 partners or agents of development can be
identified as
1. The person or role
2. The immediate boss
3. HR department
4. Organization

5. CULTURE SYSTEM:
• Organization Development
• Quality of Working Life
• Human Resource Planning
• Recruitment, Selection and Placement
In simple words, HRM is a process of making
the efficient and effective use of human
resources so that the set goals are achieved.
HRM is a process of four functions :-
1. Acquisition of human resources :
2. Development of human resources :
3. Motivation of human resources :
4. Maintenance of human resources :