Human resource development (HRD) involves organized learning to help employees improve performance and develop skills. HRD aims to develop capabilities, general skills, and an organizational culture that supports continuous learning. HRD processes focus on individual employee development, ensuring employees are effectively fulfilling their roles, optimizing team performance, and driving organizational change and development. Key HRD functions include training, career development, performance management, and organizational development.

1. HUMAN RESOURCE
DEVELOPMENT
18 January, 2015

2. Introduction to Human Resource
Development
 Meaning and Concepts of HRD
 "an organized learning experience within a given
period of time with the objective of producing the
possibility of performance change.“
 HRD is a process to
 (a) acquire or sharpen capabilities;
 (b) develops general capabilities;
 (c)develops an organizational culture.

3. Features of Human Resource Development
HRD
 The nature / scope / function / characteristics or
features of HRD are as follows :-
a) Training and Development:
b) Organizational Development (OD):
c) Career Development:
d) Performance Appraisal:
e) Multidisciplinary:
f) Key Element for solving problems:
g) Continuous in Nature:
h) Integrated use of sub-systems:
i) Placement:
j) Motivation by Rewards:

4. Importance of Human Resource
Development (HRD)
 Human resource development (HRD) is an essential component for growth
and economic development.
 It can occur at both the nationwide level and the firm-wide level.
 The enhancement of HRD of a country is dependent on the government
and national policies, while at the firm or micro level HRD can happen
through training and efficient utilization of resources.
 Resources are efficiently utilized to support HRD when the maximum
benefit is created at the lowest possible cost.
 The effective performance of an organization depends not just on the
available resources, but its quality and competence as required by the
organization from time to time.
 The difference between two nations largely depends on the level of quality
of human resources.
 Similarly, the difference in the level of performance of two organizations
also depends on utilization value of human resources.

5. Importance of Human Resource
Development (HRD) (Contd.)
 Moreover, the efficiency of production process and various areas of
management depend to a greater extent on the level of human
resources development.
 The term human resources refer to the knowledge, skills, creative
abilities, talents, aptitude, values and beliefs of an organization’s
work force.
 The more important aspects of human resources are aptitude,
values, attitudes and beliefs.
 The vitality of HR to a nation and to an industry depends upon the
level of its development.
 For the organization to be dynamic, growth-oriented and fast-
changing it should develop their HR.
 Though the positive personnel policies and programs motivate the
employees, buy their commitment and loyalty but these efforts
cannot keep the organization dynamic.

6. Importance of Human Resource
Development (HRD) (Contd.)
 Organization to be dynamic should possess dynamic human
resources.
 Human resources to be dynamic acquire capabilities
continuously adopt the values and beliefs and aptitude in
accordance with changing requirements of the organization.
 Similarly, when employees use their initiative, take risks,
experiment, innovate and make things, happen, the
organization may be said to have an enabling culture.
 The competent human resources can be dynamic in an
enabling culture.
 Thus, the organization can develop, change and excel, only if
it possess developed human resources.
 Thus, HRD plays significant role in making the human
resources vital, useful and purposeful.

7. Different options forHRDin
organizational settings
 employee training,
 employee career development,
 performance management and development,
 coaching,
 mentoring,
 succession planning,
 tuition assistance, and
 Organization development.

8. Systemand Sub-systemof Human
Resource Development (HRD)
1. Career system: Career system ensures
attraction and retention of human resources
through the following sub-systems.
 Manpower planning
 Recruitment
 Career planning
 Succession planning
 Retention

9. System and Sub-system of Human
Resource Development (HRD) (Contd.)
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 plan
 Performance feedback and guidance
 Performance appraisal
 Promotion
 Job rotation
 Reward

10. System and Sub-system of Human
Resource Development (HRD) (Contd.)
3. Development system: The human resources
within the organization have to raise upto the
occasion and change accordingly if the
organization wants to be in business.
 Induction
 Training
 Job enrichment
 Self-learning mechanisms
 Potential appraisal
 Succession Development
 Counseling
 Mentor system

11. System and Sub-system of Human
Resource Development (HRD) (Contd.)
4. Self-renewal system: It is not enough to
develop individuals and teams in the
organizations but occasionally there is a
need to renew the organization itself.
Following are some of the sub systems that
can be utilized to renew the organization.
 Survey
 Action research
 Organizational Development interventions
 Organizational Retreats

12. System and Sub-system of Human
Resource Development (HRD) (Contd.)
5. Culture system: It is the culture that will give
a sense of direction, purpose, togetherness,
and teamwork. Some of the culture building
subsystems are given below:
 Vision, Mission and Goal
 Values
 Communication
 Get-togethers and celebrations
 Task forces
 Small Groups

13. System and Sub-system of Human
Resource Development (HRD) (Contd.)
 In addition to the above system the
Reinforcement System can be considered that
is related with the important motivating factor
for people joining and continuing in an
organization in the work they get. Some of the
building subsystems are given below:
 Reward
 High performance

14. Human Resource Development (HRD)
Processes
 HRD is a process-oriented function. HRD functions in
many organizations fail because the processes
involving the systems are not adequately addressed.
 The concept of process essentially concerns the
question of “how” and to a great extent the question of
“why “.
 It emphasises the behavioural and interactional
dimensions.
 All the HRD processes are centered around four
constituents of an organization viz, the employee,
role, teams and the organization itself.
 Each of the unit has its own behavioural patterns and
framework, which, if not addressed adequately may
not bring in the desired outcomes.

15. Human Resource Development (HRD)
Processes (Contd.)
 HRD systems and HRD processes are closely
linked. Their relationships are Described as
follows:
1. Individual:
 Efficacy
 Effectiveness
 Styles
 Leadership

16. Human Resource Development
(HRD) Processes (Contd.)
2. Role:
 Competencies for job performance
 Commitment
 Motivation
 Frustration
 Stress & Burnout.

17. Human Resource Development
(HRD) Processes (Contd.)
3. Teams:
 Communication
 Feedback
 Conflict resolution
 Collaboration
4. Organization:
 Organizational Climate
 Communication
 Learning Organization
 Organizational Change
 Organizational Development