Human resource development (HRD) involves planned activities designed by organizations to provide learning opportunities to employees. The goal is to develop expertise and skills needed for present and future job requirements. HRD functions include training and development to improve employee knowledge, skills, and attitudes. It also includes organizational development and career development activities to prepare employees for future roles and increase their capabilities. Effective HRD improves individual and organizational performance by developing workforce expertise and commitment.

2. A human resource development is set of
planned and systematic activities designed by
an organization to provide opportunities to its
members to learn skills necessary for the
present and future job requirements.
The process of HRD involves the development
of expertise in the employee through
organizational development and training and
development

3. Functions of HRD:-
 There are three main functions of human
resource development:-
 Training and development
 Organizational development
 Career development

4.  Training and development is aimed at
improving or changing the knowledge skills
and attitudes of the employees.
 Developmental activities focus on preparing
the employees for future job responsibilities by
increasing the capabilities of an employee
which also helps him perform his present job in
a better way.

5. •These activities start when an employee joins
an organization in the form of orientation and
skills training.
•After the employee becomes proficient, the
HR activities focus on the development of the
employee through methods like coaching and
counselling.

6. Training & HRD Process Model

7.  Establishing HRD priorities
 Defining specific training and objectives
 Establishing evaluation criteria

8.  Selecting who delivers program
 Selecting and developing program content
 Scheduling the training program

9. Implementation Phase
•Implementing or delivering the
program
•Determining program effectiveness – e.g.,
•Offer it again?
•What are the true costs?
•Can we do it another way?
Evaluation Phase

10.  OD is the process of increasing the
effectiveness of an organization along with the
well being of its members with the help of
planned interventions that use the concepts of
behavioural science.
 Both micro and macro changes are
implemented to achieve organization
development.
 While the macro changes are intended to
improve the overall effectiveness of the
organization the micro changes are aimed at
individuals of small groups.

12.  It is a continuous process in which an
individual progresses through different stages
of career each having a relatively unique set of
issues and tasks.
 Career development comprises of two distinct
processes.
 Career Planning
 career management.

13. Career planning:-involves the activity to be
performed by
theemployee, often with the help of counsellor
and others, to assess his
Capabilities and skills in order to frame
realistic career plan.
Career management:-Career management
generally focus more on the
steps that an organization that can take to
foster the career development of
the employees.

14. HRM:-
the human resources management category
include compensation, payroll issues, benefits
management and day-to-day employee
relations. Human resources professionals from
this category would be involved in any dispute
that an employee has with management. They
would also be involved in hiring and firing.
These types of tasks can be described as routine
and administrative.

15. HRD:-
By contrast, human resources development
concerns itself with strategic thinking about
the workforce. Therefore training needs,
industrial psychology and driving
productivity gains would all be the province
of HRD. Professionals working in this area do
sometimes concern themselves with the
individuals’ needs in an organization, but they
more often consider the workforce needs of
the company as a whole.

16. Parallel function:-
In a large organization, HRM and HRD functions
will be carried out by different professionals. In
the work life of an employee, HRM and HRD
may seem to have parallel but separate functions.
A new employee may be recruited by an HRM
officer, but then receive a training plan from an
HRD executive. He may deal with HRM when
choosing a benefits plan, but then meet with
HRD for his performance review.

17. Collaboration:-
In order for a large organization to function
productively, HRD and HRM must
collaborate closely. HRM executives, working
closely with employees, may notice a trend in
needs for training, or a particular
dissatisfaction with workplace conditions.
These issues can then be taken up and
addressed at a strategic level by HRD
personnel. In the same way, in order for a
strategic HR change to be implemented, HRD
executives may brief HRM staff on changes to
be made in hiring practices

18. 1.Develop human resource of the company
continuously for better performance to meet
objectives.
2.Provide opportunity for development of different
level of employees.
3.Assist the existing and potential customers in the
better use of our equipments by training the
employees.
4.Promote a culture of creativity,innovation,human
Development,respect and dignity.
5.Achieve excellence in every aspect of working life.
6.Create environment for the trainees conducive to
their character building.

19. HRD improve individual performance as shown in diagram.

20.  Human resources development lies at the heart
of economic, social and environmental
development.
 Human resources development has been
defined as empowering people by fostering the
contributory capacities that they can bring to
the improvement of their own quality of life
and that of their families, communities,
enterprises and societies

21.  . Over the years, the concept of human
resources development has evolved from solely
focusing on individual capacity to also
building institutional capacity at the national
level, through socio-economic policies and
development plan and strategies. Human
resources development is, therefore, regarded
as facilitating the development of national
human capacities to achieve sustainable,
inclusive, equitable development and, at the
same time, enhance well-being of
individuals. As such, human resources
development

22. As global labour markets both shape and adapt to the
emerging occupational structures of growing economies,
human resources development strategies must balance the
demands of new employment sectors with the supply of
required skill
Human resources development also has respect for
fundamental human rights, the rights of workers, and
occupational safety and health considerations.

23.  WHETHER it is a private concern or a public
organization, resource human development has
become an important part of its long-term
planning.
Human resources development is essential for
both individual success and also overall national
prosperity and development. Pakistan, though
being rich in natural resources with a reasonable
population, still has not relived itself of its poverty
shackles.

24. Like other developing countries, Pakistan also
suffers from poverty. About 60 per cent of the
population lacks access to potable water and also 61
per cent people don’t have sanitation facilities. There
is a dire need to deal with this issue and chalk out a
collective strategy in order to control and eventually
wipe-out poverty from society

25. Without having qualified and well-skilled manpower,
it is impossible to compete in the fast growing global
economy. It is ultimately the HR development, which
leads to institutional strengthening and capacity
development at the national and as well as sub-
regional level.
The majority of our population, which lives in the
countryside and is poor, and also devoid of the
advanced knowledge facilities, they have been totally
cut off from the mainstream socio-economic
development activities of the country

27. The following measures need to be taken for the
skill development of the human resources.
The entire education system should be revamped
at the primary to university level, to prepare
students with a focus on both conceptual and
practical knowledge.1.Science and technology based approach is needed
for sustainable human resources development in the
country. Short as well as long-term skill
development programmes must be launched in
order to introduce skilful manpower.

28. 2.To ensure the community participation in all
socio-economic developmental programmes, with
a view to developing in them, skills and leadership
qualities to handle development activities in life
3.To improve the knowledge, skills and
perspectives senior administrators in managerial
leadership.
4. To ensure quality education, health, nutrition,
water and sanitation, social protection and other
activities which directly address social development

29. 5.To ensure the role of women in the development
phase, including support for gender-specific
initiatives.
6. Make HRD a priority in national development
efforts.
7. To have constant training in professional
management areas.
8. To ensure quality education, health, nutrition,
water and sanitation, social protection and other
activities which directly address social
development.

30.  Strategic management aims to ensure
organizational effectiveness for the foreseeable
future – e.g., maximizing profits in the next 3 to
5 years
 HRD aims to get managers and workers ready
for new products, procedures, and materials
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31.  Implements HRD programs and procedures
 On-the-job training (OJT)
 Coaching/mentoring/counseling
 Career and employee development
 A “front-line participant” in HRD
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32.  Executive/Manager
 HR Strategic Advisor
 HR Systems Designer/Developer
 Organization Change Agent
 Organization Design Consultant
 Learning Program Specialist
 Instructor/Facilitator
 Individual Development and Career Counselor
 Performance Consultant (Coach)
 Researcher
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33.  People Commitment
 Improved Employee Performance and
Learning Capacity
 Improved Organizational Effectiveness
 Improved Communication and Involvement

34. People Commitment:-
 Organizations that embrace the fundamentals of
HRD realize the importance of their human
resources and focus their efforts on providing
employee security; choosing, hiring, training and
retaining the right people for the right tasks;
rewarding and valuing employee effort; providing
fringe benefits, salary raises, bonuses and the like;
and providing a degree of employment security.

35.  Organizations that strongly focus on training and
improving the skills, values, attitudes, perspectives
and knowledge of their workforce are more likely to
retain employees that utilize their full potential and
contribute it to the benefit of the organization.
 According to Swart et al. in the book "Human
Resource Development: Strategy and Tactics," HRD
activities decreases staff turnover by 7.05 percent
annually.

36.  HRD focuses on continually motivating and
improving the competencies, dynamism and
effectiveness of its employees; developing
positive attitudes and problem solving skills;
upgrading individual and collective
experience, knowledge and perceptions; and
enhancing their competitive skills.

37. HRD improves intro
Organizational communication and employee
involvement. HRD practices are committed
to measuring and continually improving the
organizational culture, enhancing teamwork,
and improving involvement and
participation activities.

38.  Changing workforce demographics
 Competing in global economy
 Eliminating the skills gap
 Need for lifelong learning
 Need for organizational learning
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39.  HRD is too important to be left to amateurs
 HRD should be a revenue producer, not a
revenue user
 HRD should be a central part of company
 You need to be able to talk MONEY

40. Thank you