The document outlines the development and practice of Human Resource Development (HRD) from both global and Indian perspectives, defining HRD and discussing its challenges and professionalization. It highlights the differing interpretations of HRD across countries and its recent evolution into a recognized profession, with an increasing focus on specialized training and development. Key issues addressed include employee retention, diversity management, and the impact of globalization on HRD practices.

1. Human Resource
Development (HRD)
By: Prakash Dhakal, MBA in HRM - IBMS College - 2012

2. Objectives of the Presentation
To figure out the development process of HRD from
its beginning in Global and Indian Context
To give the core concept, objectives and to figure
out the profession of HRD
To make Discussion on HRD Challenges and Trends
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

3. Outlines
1 Definition: HRD
2 HRD in Global and Indian Context
3 HRD – A Profession
4 HRD Practice in the Organizations
5 The Challenges of HRD
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

4. Definition: HR Development
Nadler (1970), HRD as a series of organized
activities conducted within the specified period time,
and designed to produce behavioral change.
Common Activities within HRD are:
Training
Education &
Development
Revised Definition, Nadler (1984), HRD as organized
learning experience in a defined time period to
increase the possibility of job performance & Growth.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

5. Definition: HR Development
A recent review of the definition of HRD by Mclean
and Mclean (2001) provides many insight into the
field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and
national differences are crucial factor in determining
the way professionals works. Examples >>
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

6. Definition: HR Development
A recent review of the definition of HRD by Mclean
and Mclean (2001) provides many insight into the
field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in
determining the way professionals works.
 In several countries, HRD is not distinguished from
HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

7. Definition: HR Development
A recent review of the definition of HRD by Mclean
and Mclean (2001) provides many insight into the
field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in
determining the way professionals works.
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems
to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

8. Definition: HR Development
A recent review of the definition of HRD by Mclean
and Mclean (2001) provides many insight into the
field of Human Resource Development (HRD) >>
 HRD may vary from one country to another and national differences are crucial factor in
determining the way professionals works.
 In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.
 Professionals, organizations and Academics seems to contribute to the definition of HRD.
 US definition of HRD seems to have influenced the
definition on many other countries.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

9. Definition: HR Development
Mclean and Mclean (2001), Revised Global
Definition of HRD (after reviewing various definitions
in the world)
HRD is any process or activity that, either initially or
over the longer term, has the potential to develop
adults’ work based knowledge, expertise, productivity,
and satisfaction, whether for personnel or group/team
gain, or for the benefit of an organization, community,
or ultimately the whole humanity.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

10. HRD Research Concerns
360 Feedback Mentoring and Modeling
Action Learning Needs Assessment
Career Development Organizational Commitment
Change and its Management Organizational Development
Education Performance Appraisals
Culture and Diversity Professional Development
Diversity Training Effectiveness
Evaluation Transfer Learning
Global HRD Work Values
Informal Learning Work Place Learning
Knowledge Management Management Development
Leadership Development Learning Organizations
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

11. HRD in Global Context
As the concept of HRD is new, implementation of the concept of
HRD is rapidly increasing. HRD is more implemented and practiced
as developed countries rather then developing countries.
HRD Practice in USA and other countries:
HR is rather well developed field in US
From the early 70s for over decade, HRD has remained and enlarged
concept of Training and Development
In the early 70s, HRD is termed as ASTD .
HRD in today’s Global context used to mean many process starting
from individual performance improvement programs to adult education.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

12. It is difficult for the lay people and the public to
differentiate between HR Development Professionals and
HR Professionals as both carries the HRD Designation
In one case, it meant HR Development Managers and in
the other it meant Manager – HR Department. In both
cases referred to as HRD Manager it becomes different
to differentiate.
Other Countries too have experienced this.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

13. HRD in Indian Context
Prof. TV Rao, Major Contributor of HRD concept and
theories in Indian context.
The first dedicated department was started in India about 25
years ago at L&T.
The national HRD network was formed in the year 1985 and
sustained itself with good work since then.
An Academy of HRD was started in 1990
Only few institutions have strated masters degree in HRD programs
& Doctoral program is in place, and the body of knowledge in the
field is growing. Now HRD is Professionalized.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

14. Professionalization of HRD
The increasing need of HRD increase the professionalization.
HRD is the need of today’s organization to compete with
competitors or to cope with change.
It is not possible for anyone to perform HRD Roles.
HRD required specialized Training, Preparation and
Knowledge.
A Profession behavior is defined by high degree of specialized
knowledge, social responsibilities, self monitoring of ethical behaviors
through code of ethics and a system of intrinsic and extrinsic rewards.
(Barber, 1963)
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

15. Professional bodies in HRD
There are only few professional body dedicated to HRD and
formed it (who were from ASTD)
There are just 800 professionals as HRD members over
the world.
They organize annual HRD Research Conference and Paper
Presentation with the aim of theory building on HRD.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

16. Professional Development of
HRD Professionals (In the US)
Many Universities in the US have implemented academic
programs for HRD to meet the increasing demand for employees
Skills and Expertise
The program is demand from the students of various background.
George Washington University offers a masters program in HRD with
various courses, like: - Human Resource Development -- Adult Learning
Program -- Organizational Learning -- Strategic Human Performance
Process -- Current Issues in HRD -- Assessment of Impact of HRD… etc
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

17. Factor Responsible for
Development of HRD Profession
Tracing the history, the personnel function derived from the
introduction of welfare and charitable activity,
The second development spring from employer's endeavors
to cope with the challenges of Trade Unionism.
Also the technological challenges is the major responsible
factor for the development of HRD Profession.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

18. Factor Responsible for
Development of HRD Profession
Other FACTORS
The Rising Competition both at Home and Abroad
(virtually reduces the profit to the level of production costs)
The rise of Consumerism, Government Protection, also International
Competition Develop the necessity to Maintain the Quality & Price.
Organizational Changes and Maintaining Social Responsibility.
The Structural Changes in Employment
(more are oriented towards white colored job. Gradual decline of
unskilled jobs)
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

19. HRD –Separate Personnel Discipline
Kurl Lewins (1947), Studies of behavior of small groups and
setting up the national training laboratories is the first
beginning of HRD Profession
There are just 800 professionals as HRD members over
the world.
They organize annual HRD Research Conference and Paper
Presentation with the aim of theory building on HRD.
Human Resource Development By: Prakash Dhakal – MBA – HRD @ IBMS - 2012

20. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
A planned, organized education and learning process provided
by the organizations to improve employees knowledge and skills
and as well as change their job attitudes and behavior
In china, there is no difference between HR, HRD and Personnel.
 HRD Practice in France
 HRD Practice in Japan
 HRD Practice in Korea
 HRD Practice in Singapore
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

21. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
 HRD Practice in France
Competitive Development
Satisfaction to the Human Requirements of organization
development
Training, and Internal Career Paths …
 HRD Practice in Japan
 HRD Practice in Korea
 HRD Practice in Singapore
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

22. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
 HRD Practice in France
 HRD Practice in Germany
There is no field defined as Human Resource Development (HRD).
Personnel specialists in management do some research in this
area also
 HRD Practice in Japan
 HRD Practice in Korea
 HRD Practice in Singapore
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

23. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
 HRD Practice in France Individual development, Career
development and Organization
 HRD Practice in Japan development are three major
components of HRD in Japan.
The Term of HRD is defined by three terms.
1) Noryuku Kathatu (Development of Individual Abilities)
2) Jinji Keisei (formulation level of mastery over human resource
through the work system and trainings)
3) Jinjai Ikusai (fostering of development of human resources
through the management of human resources process)
 HRD Practice in Korea
 HRD Practice in Singapore
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

24. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
 HRD Practice in France
 HRD Practice in Japan
 HRD Practice in Korea
Most Korean Staffs treat it is an equivalent to training and
development. OD, T&D, CD are sometimes included.
 HRD Practice in Singapore
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

25. HRD Practice in different Nations HRD Challenges
 HRD Practice in China
 HRD Practice in France
 HRD Practice in Japan
 HRD Practice in Korea
 HRD Practice in Singapore
Major Public agencies describe HRD as a set of activities related to
knowledge and skill development through organization and
community development, education, trainings and re-trainings in a life
long learning process to improve productivity at the personnel,
organizational and community level
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

26. HRD Practice in different Nations HRD Challenges & Trends
 HRD CHALLENGES (in 21st Century)
Employee Retention (Money only is not enough for motivation)
To Attract Talents and Staff Motivations
Diversity Management
Measuring HRD impact and Utility and
Globalization: Rapid
Responding to the multiple Stakeholders Innovation and Change in
Human Resource Outsourcing Technology, Quality
Maintenance and
Maintaining Quality of Work Life etc. assurance, Low Cost
Lack of Ethical Standard of HRD Employees …
 HRD TRENDS
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

27. HRD Practice in different Nations HRD Challenges & Trends
 HRD CHALLENGES (in 21st Century)
 HRD TRENDS
What are the Trends of HRD ? - Discussion
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Prakash Dhakal, MBA - Human Resource Management Dec – 2011

29. References:
D. K. Bhattacharya (2008), Bharathiar University – Human Resource Development and Planning.
TV. Rao, (2009), Future of HRD, Macmillan Publication, Chennai, 600041.