The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.

1. INTRODUCTION TO HRD

2.  The objective of the course is to acquaint the
students with Human
 Resources Management and to develop in them the
ability to acquaint them in the corporate world.
 The main purpose is to assist the students in
developing skills – soft and hard, and decision
making in the organizations.

3. Why is it essential to study HRD????
 Due to the changing role of HR Functions
 The shift of organization is from industrial – era models to
knowledge era model
 Customer today are more demanding, quality conscious & cost
sensitive
 Organizations have started to shift from traditional platform to
total quality management (TQM)
 Employees are not viewed as the source of problems but identify
the problems in the process
 For motivating people managers emphasize on removal of
barriers
 Developing employees has replaced controlling the employees
 Product market is more competitive than ever before
 There is more focus on customer
 Teaming and supporting non – hierarchical and informal
structures
 Visionary leadership
 A change in language and style

4.  HRM refers to the application of management & principles of
management to people in an organization.
 HRM consists of people related functions such as hiring, training
and development, PMS, compensation, health & safety etc.
 Building human capital (skills, knowledge & capacities of
employees)
 Alignment of HR policies & practices with organizations
strategies.
 The major functions of HRM as identified in accordance with
Henry Mintzberg are:
 Planning
 Staffing
 Developing

5.  Monitoring
 Maintaining
 Managing Relationships
 Managing Change
 Evaluation
 HRM is a broad concept. PM & HRD are a part of HRM
 HRS (Human resource system) assumes that human beings
are a great asset to organization
 Thy contribute a great deal to the achievement of
organizational goals
 People are treated as assets with unlimited potential is the
core of the concept of the HRS
 Investing in Humans is necessary. Investment for increasing
the resource is important

6. DEFINITION OF HRD
 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.

7.  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.

8. DEVELOPMENT AS A CONCEPT OF HRS
 The core concept of HRS is development of Human beings, i.e.
HRD
 Along with developing the individuals, attempts should be made
to develop stronger dyads i.e. a group of 2 (employee & his
boss). These are the basic units of working in the organization
 Several groups and committees require attention &
development. Groups like task groups & command groups
should be developed from the point of view of increasing
collaboration amongst people working in the organization, thus
making for an effective decision making
 Development of organizations involve developing self –
renewing mechanisms in the organization so that they are able
to adjust & develop relevant process for effectiveness

9.  Development becomes a massive effort. HRD play a major role
in designing & monitoring development efforts in the
organization.
 4 partners or agents of development can be indentified as
1. The person or role
2. The immediate boss
3. HR department
4. Organization
 The effectiveness of managing HR will depend on the emphasis
put on development
 Development is seen as the soul of the personnel or HR
function
 It is the soul of several sub – functions

10.  They relate to the following :
 Analyzing the Role :
1. Task Analysis
2. Key performance areas
3. Critical attributes
4. Job evaluation
Matching the Role & Person
1. Selection / Recruitment
2. Placement
3. Potential appraisal
4. Promotion
5. Career Planning & Succession Planning
 Developing the persons in the Role
1. Performance Appraisal
2. Feedback & counseling
3. Mentoring
4. Career development
5. Training

11.  Developing the Role for the Person
1. Job Rotation
2. Job Enrichment
3. Job design / Redesign
4. Role effectiveness & efficacy
 Developing Equitability
1. Management of Salary & Amenities
2. Management of incentives & rewards
3. Standardizing & administering procedures
 Developing self – renewing capabilities
1. Organization development
2. HRM research
3. Organization learning
4. Developing culture and climate

12. HUMAN RESOURCE DEVELOPMENT
 HRD is concerned primarily with helping employees develop
through training, feedback & counseling by their senior officers
& other development efforts. It consists of the following sub –
systems
1. Training :
☻ Training should be based on assessment of the needs of
different groups & individuals.
☻ Training needs may flow from performance needs as well as
performance management / appraisal systems
☻ Both internal & external resources should be used & enough
attention should be paid to the preparation of training
material, packages & modules
☻ Continuous evaluation of training is also necessary

13. 2. Organization Development :
☻ OD is now playing an increasing important role in helping the
diagnosis of problems of HR in the company, in taking steps for
team building at various levels, in improving general morale and
motivation of people & in developing healthy values & trying out
various ways of solving problems
3. Performance Feedback & Counseling :
☻ Performance & potential appraisals are likely to remain a
ritual if a climate for & skills for providing critical & supportive
feedback to the employees by the boss is not properly
developed
☻ Differences in self – assessment & assessment by the boss
can be discussed & a program for further growth of the
employees can be jointly worked out

14. 4. System Development & Research :
☻ Various systems for HRS need to be continuously designed,
tested and reviewed
☻ Data needs to be collected & analyzed to develop
interventions
5. 360⁰ feedback :
☻ Multisource Feedback for development has become a useful
tool
☻ Leadership competencies have been developed in many
corporations successfully using 360⁰ feedback
☻ 360⁰ is a very popular tool.

15.  A set of systematic & planned activities, designed by an
organization to provide its members with the opportunities to
learn necessary skills to meet current & future job demands
 Learning is at the core of all HRD efforts
 HRD activities should begin when employees join
organization & continue throughout his / her career,
regardless of whether that employees is an executive or
worker
 HRD programs must respond to job changes & integrate long
term plans & strategies of the organization to ensure efficient
& effective us of resources