Hello, My name Keshav Singh I'm a BBA students and I learning about the HRM why this Departments are important to a business? because every business/ organization are dependent on a HR because HR to see the employees and to decide a potentials of a employee. strength and weakness of a employees.

1. PresentationOfHumanResourceOf
Development
SINGH KESHAV RAJESH
ABHAY PRATAP SINGH
PRASOON pAL
Yashi panday

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Index
“If you fulfill the wishes of your
employees the employees will fulfill
your visions”.
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I. What is the Human Resource
Development ?
II. Importance of HRD
III. Difference between the HRD and HRM
IV. Types of HRD
V. Characteristics of HRD
VI. Features of HRD

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Human resource development is the
integrated use of training,
organization and career
development efforts to improve
individual, group and organizational
effectiveness.
HRD develops the key competencies
that enable individuals in
organizations to perform current
and future jobs through planned
learning activities.
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WHATISHUMANRESOURCE
DEVELOPMENT?

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IMPORTANCEOFHR
DEVELOPMENT
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Human resources development can be viewed in some way, in the same manner that a
coach views his athletic team. While a coach may recruit players who already have some
skill and ability, the point of continued practice is to strengthen those skills and abilities
and make even better athletes.
HR development has the same goals: It is to make better employees. The purpose of HR
development is to provide the ‘coaching’ needed to strengthen and grow the knowledge,
skills, and abilities that an employee already has. The goal of development and training is
to make employees even better at what they do.

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DIFFERENCEBETWEENTHEHRDANDHRM
HUMANRESOURCEDEVELOPMENT
 It is proactive function
 It seeks to develop the total org. and its culture.
 It is the responsibility of all the manager.
 It focus on autonomous work group, job challenges
and creativity of motivating people.
HUMANRESOURCEMANAGMENT
 It is a service and reactive function.
 It seeks to improve the efficiency of people and
administration.
 It is considered to the responsibility of human
resource.
 It focus on salary, economic reward, job specialization
for motivating people.
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TYPESOFHRD
1. ON- THE-Job TRAINING refers to learning the aspects of a job while one is doing the job.
An employee may know the basics of what the job requires, but specifics like which
forms to use, where materials are stored, and how to access the computer systems may
require on the job training.
2. JOB SHADOWING: It is similar in that the employee do the job in order to develop the
proper skills.
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Another form of development is INTELLECTUAL OR
PROFESSIONAL DEVELOPMENT, which includes
college or certification courses or job-specific
trainings and seminars related to how to do one’s job
better.
Many organizations invest heavily in providing
training and development to their employees in order
to increase their knowledge and skills.
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Characteristics ofhrdevelopment
1. TRAINING: New hires need to be trained how to do their job and occasionally, current employees need additional
training, perhaps to advance in their career or to learn new skills for their current position.
2. RELATIONSHIPS: creating and maintaining relationships within the company is a familiar characteristic of human
resource development. The HR department often models the type of behavior that is expected such as using
problem solving skills, having good communication and being openminded to changes.
3. ADVANCEMENT OPPORTUNITIES: Helping employees advance in their career is an important characteristics of
human resource development. By posting positions that are open and offering the tools to help employees obtain
these new positions, the HR department is developing their employees.
4. PROBLEM SOLVING: The human resource department is active in solving problems. This means they have the skills
to help with conflict resolution.
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FEATURESOFHRD
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I. HRD is a planned learning process.
II. Ongoing activity which is dynamic and proactive in nature
III. Identifying training needs and imparting training.
IV. Providing skill input to apprentices and training.
V. Conducting sessions and workshops.
VI. Training and development.
VII. Draws heavily on behavioral science knowledge.

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ThankYou
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