HRD SOME CONCEPTS HRD is mainly concerned with developing the skill, knowledge and competencies of people and

d it is people-oriented concept. When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context? Is it different at the macro and micro level? HRD can be applied both for the national level and organizational level. But many personnel managers and organizations view HRD as synonymous to training and development. Many organizations in the country renamed their training departments as HRD departments. Surprisingly some organizations renamed their personnel department as HRD departments. Some educational, institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear. HRD from organizational point of view is a process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational, group, individual and social goals. A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources. Further, it deals with all types of skills, the present and future organizational needs and aspect of contribution to not only organizational also other goals. The analysis of the third definition further shows that there are three aspects, viz., 1. Employees of an organization are helped/motivated; 2. Acquire, develop and mould various aspects of human resources; and 3. Contribute to the organizational, group, individual and social goals. The first aspect deals with helping and motivating factors for HRD. These factors may be called Enabling factors which include: Organization structure, organizational climate, HRD climate, HRD knowledge and skills to managers, human resource planning, recruitment and selection. The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources. These techniques include: Performance, appraisal, Potential appraisal, Career planning and Development, Training, Management development, Organizational development, Social and Cultural programs, and Workers participation in management and quality circles. The third category includes the outcomes contribution of the HRD process to the goals of the organization, group, individuals and the society.

Functions of Human Resources Development

by Sree Rama Rao on January 18, 2011 HRD at Macro and Micro Level: HRD as stated earlier is mainly concerned with developing the competencies of people. When we all see it as a people oriented concept then several questions come to the mind like should the people be developed in the larger and national context or in the smaller institutional context? Are they different at the macro level and micro level? As things stand now, HRD applies to both institutional (micro) as well as national (macro issues).The main objective however is to develop the newer capabilities in people so as to enable them to tackle both present and future challenges while realizing organizational goals. However, it is useful both at macro and micro levels. Macro level: At the macro level HRD is concerned with the development of people for the nations well being. It takes health capabilities skills, attitudes of people which are more useful to the development of the nation as a whole. While calculating the national income and economic growth the prospective HRD concept examines the individuals potentialities, their attitudes, aspirations, skills, knowledge etc. and establishes a concrete base for economic planning. However, HRDs contribution at macro level has not gained popularity as yet. Micro Levels: HRD is concern for development in the organizations at the grass root level. Small wonder then, that HRD was well received by companies and managements as they realized its importance and foresaw its future contribution for the individual and organizational development. Generally HRD at micro level talks of the organizations manpower, planning, selection, training, performance appraisal, development, potential appraisal, compensation, organizational development etc. HRDs involvement in all these areas is mainly with an objective to develop certain new capabilities in people concerned to equip them to meet the present job challenges and to accept future job requirements. HRD versus Personnel Function: The traditional personnel function is a service oriented activity, responding to the needs of the organization as and when they arise. On the other hand, HRD has productive functions which do not merely respond to organizational requirements but anticipates them and prepares the people and the organizations to face future challenges with confidence. HRD is wider in scope as it tries to develop the whole organization instead of focusing attention on people alone. Instead of concentrating on maintenance factors (wages, incentives, day to day plans, operating procedures etc.) it tries to focus on motivating factors (job enrichment, developing potentialities of people, creating autonomous work groups, fostering innovation and creativity, developing trust etc). Personnel function, traditionally is viewed as the primary job of personnel department HRD,

however, is the responsibility of all managers in the organization. The personnel function views higher morale and improved job satisfaction as the causes of improved performance. HRD on the other hand regards job challenges, creativity and opportunities for development as the main motivating forces. Points of difference HRD and Personnel: Personnel Function: 1) Maintenance oriented 2) An independent function with independent sub functions 3) Reactive functions responding to events as and when they take place. 4) Exclusive responsibility of personnel department 5) Emphasis is put on monetary rewards 6) Improved performance is the result of improved satisfaction and morale 7) Tries to improve the efficiency of people and administration. Points of distinction: (1) orientation (2) Structure (3) Philosophy (4) Responsibility (5) motivators (6) Outcomes (7) AIMS HRD (Human Resource development): 1) Development oriented 2) Consists of inter dependent parts. 3) Proactive function, trying to anticipate and get ready with appropriate responses. 4) Responsibility of all managers in the organization. 5) Emphasis is on higher order needs such as how to design jobs with stretch pull and challenge how to improve creativity ad problem solving skills, how to empower people in all respects etc. 6) Better use of human resources leads to improved satisfaction and morale. 7) It tires to develop the organization and its culture as a whole.

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