The document discusses the key components of an organization's human resource development (HRD) system. It describes HRD as a set of planned activities designed to provide employees with necessary skills. The HRD system consists of four main sub-systems: 1) the career system ensures attraction and retention of employees, 2) the work system utilizes employees to achieve organizational objectives, 3) the development system continuously develops employees' skills, and 4) the self-renewal system renews and rejuvenates the organization itself.

2.  It is a set of systematic and planned
activities designed by an organization to
provide its members with the necessary
skills to meet current and future job
demands.
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3. SONAM MAURYA 3

4.  1. Career system: As an HRD system, career system ensures
attraction and retention of human resources through the
following sub-systems.
› Human resource planning
› Procurement and Placement
› Career planning
› Succession planning and Retention
 2. Work system: Work-planning system ensures that the
attracted and retained human resources are utilized in the best
possible way to obtain organizational objectives. Following are
the sub systems of the work planning system.
› Role analysis
› Performance appraisal
› Job rotation
› Reward
› Quality Cirlces
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5.  3. Development system: The development system ensures
that the retained and utilized human resources are also
continuously developed so that they are in a position to meet the
emerging needs of the hour. Following are developmental sub -
systems of HRD:
› Training
› Potential appraisal
› Counselling
› Quality of Work Life
 4. Self-renewal system: There is a need to renew and
rejuvenate the organization itself. Following are some of the sub
systems that can be utilized to renew the organization
› Survey and Action research
› Organizational Development interventions
› Organizational Retreats
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6. System of
HRD
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7. Role and
Significance
of HRD
HRD
Develops
Competent
HR
HRD Creates
Opportunity
For Career
Development
Employee
Commitment
Job
Satisfaction
Opportunities
For Training
And
Development
Performance
Improvement
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8.  1. HRD Develops Competent HR
HRD develops the skills and knowledge of individual, hence, it helps
to provide competent and efficient HR as per the job requirement.
 2. HRD Creates Opportunity For Career Development
HRD helps to grasp the career development opportunities through
development of human skills and knowledge.
 3. Employee Commitment
If employees are provided with proper training and development
opportunities, they will feel committed to the work and the organization.
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9.  4. Job Satisfaction
When people in the organization are well oriented and developed,
they show higher degree of commitment in actual work place.
 5. Opportunities For Training And Development
It provides opportunity for employee's development by matching
training needs with organizational requirement.
 6. Performance Improvement
HRD develops necessary skills and abilities required to perform
organizational activities.
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10. A. Analytic
• a. Need Analyst
• b. Researcher
• c. Evaluator
B.
Developmental
• a. Programme
Designer
• b. Material
Developer
C. Instrumental
• a. Instructor/
Facilitator
• b. Organization
Change Agent
• c. Marketer
D. Meditational
• a. HRD Manager
• b. Individual
Career
Development
Advisor
• c. Administrator
R. Wayne Pace, Philip C.
Smith and Gordon Mills, after
reviewing the eleven roles of
HRD, as indicated by The
American Society for Training
and Development(ASTD, 1998),
grouped all these roles into four
major areas:
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11.  A. Analytic
› Needs analyst: Identifying ideal and actual performance and
performance conditions and determining causes of discrepancies.
› Researcher: Identifying, developing or testing new information and
translating these two implications for improved individual or
organization performance.
› Evaluator: Identifying the impact of an intervention on individual or
organizational effectiveness.
 B. Developmental
› Programme designer: Preparing objectives, defining content and
selecting and sequencing activities for a specific intervention.
› Material developer: Identifying ideal and actual performance and
performance conditions and determining causes of discrepancies.
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12.  C. Instrumental
› Instructor/facilitator: Presenting information, directing structured
learning experiences and managing group discussions and group
process.
› Organizational change agent: Influencing and supporting changes in
organizational behavior.
› Marketer: marketing and contracting from HRD viewpoints,
programmes and services.
 D. Meditational
› HRD manager: Supporting and leading a group’s work and linking
work with the total organization.
› Individual career development advisor: Helping individuals to
assess personal competencies, values and goals, and to identify, plan
and implement development and career actions.
› Administrator: Providing coordination and support services for the
delivery of HRD programmes and services.SONAM MAURYA 12

13. Training Development
Meaning Training is a learning process of new
employees in which they get to know about
the key skills required for the job.
Development is the training process of the
existing employees for their all round
development.
Duration Training is a short term process i.e. 3 to 6
months
Development is a continuous process and
so it is for the long term.
Focus Training focuses on developing skill and
knowledge for the current job.
Development which focuses on the building
knowledge, understanding and
competencies for overcoming with future
challenges.
Scope Training has a limited scope, it is specific job
oriented.
Development is career oriented and hence
its scope is comparatively wider than
training.
Mode In training, the trainees get a trainer who
instructs them at the time of training.
The manager self directs himself for the
future assignments.
Nature Training is a collective activity. Development is a self-assessment
procedure.
Objective It is specifically job related It is conceptual and general knowledge
based.
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14. Queries?
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