Human Resource Development Management

Human Resource Development Management is one of the essential resources for any organization and its
development, that is, if the organization is self-motivated and growth-oriented. Unlike the other essential
resources that the organization works with, human resource is most potential and capable of helping the
organization grow and develop in the right direction. Human resource is a collective term for a number of
functions that guide the organization towards attaining value and organizational growth through its
agency staff, employees, and vendors.

What is the (HRD) Human Resource Development concept?

Human resource development Management identifies, nurtures and uses the abilities of the employees
working for the company. They are there to create a suitable climate for their people to help them and the
companies develop.

The perception and intention of Human resource development

HRD is a continuous and planned manner in which the employees of an organization are guided to
perceive the following points
1. To gain and polish their abilities required to execute different roles related to their existing and
future job responsibilities to help them perform well.
2. Human resource development helps the employees develop their inner potential and learn new
ones by learning how to explore their own capabilities for self and organizational development.
3. It also develops the organizational culture in which the relationship between the supervisor and
the subordinate contributes to collaboration amongst different units in the organization with
teamwork and strong contribution of professional well-being by motivating the employees’ pride.

HRD has very limited definitions; however, it is a process to initiate, promote, and facilitate the process
of human resource development mechanism and techniques such as counseling, training, performance
appraisals, and organisational development interventions in an ongoing manner.
The intention of Human resource development is to create better employees by polishing their skills and
also helping them in discovering new ones.
It provides training and coaching to employees to enhance their knowledge, skills, and potentials; the goal
is to improve their existing skills.
Human resource development and human resource management are both the same?
There is a little confusion as both the terms sound the same, don’t they? Human resource development
and human resource management are two different terms with a little difference in their understandings.
Both the parts are very important parts of maintaining the human resources that are the employees of the
organization. Each term and each part of the HR team have different motives and goals; however, they
both work to better the employee and the organization. Lets us have a quick look at the difference.
1. It is related to the management and maintaining of the employees in the organization, whereas the
Human resource development concept is more into the development part for the employees and
the organization both.
2. It creates a separate organisational structure that is independent and does not depend on any part
of the organization, whereas the Human resource development definition develops a constitution
that is interdependent and related to each other, which definitely means it cannot be an
independent part of the organization.
3. It focuses on improving the potentials of the employee only, whereas the Human resource
development definition focuses on improving the potentials of both the organization and the
employee as a whole.
 The responsibility of human resources management is to give the HRD responsibilities to a few
personnel managers and the HRD department, whereas the responsibility of HRD departments is to
give HRD responsibility to every manager at every level of the organization.
It focuses on monetary rewards and incentives to motivate the employees of the company in order to
help them perform better, whereas the Human resource development definition focuses on satisfying
the high order needs of the employees in order to help them perform better in the organization.

Why is human resource development management important?

Any organization grows due to its highly efficient staff and their performances. The performance of every
staff of the organization will help in the dynamic growth and development of the organization.
Hence in order to perform well, the organization needs to keep its employee’s morals and motives very
high and strong. For such high morals and motives, the employees need to undergo regular training and
coaching programs organized by the company; along with training’s and coaching, the company needs to
continuously monitor their performances and developments.
The human resource development concept adds to the benefit of the employee and the organization.

The important functions and features of HRD

One of the most important functions of HRD is the development of human beings working in an
organization; their concept is to cover both the employees and the organizational development. Simply
take a close look at a few functions and features of the Human resource development definition.
1. Their 1st motive is to develop the potentials of an employee as an individual employee with
regards to its current and expected future goals.
2. To develop the relationship between the subordinates and the supervisor to maintain team spirit
and smooth functioning of work within teams, inter departments, and collaborate amongst
different departments.
3. The Human resource development definition also works towards the health of the organization
itself, renewing capability that enables and increases the self-potential of the individuals working
in an organization along with the performances of their teams and the entire organization.
4. This team and department of the organization call the employees the human resources, which are
also termed one of the organisation’s essential resources.
5. This system stresses an emphasis on the development of human resources in order to benefit the
entire organization along with their development.
6. Develops and utilizes individual capability the best in order to develop and benefit the employee
and the organization to its fullest.
7. Develops relationships amongst colleagues along with interpersonal skills, building trust and
confidence amongst each other and the organization.
8. They develop and promote team spirit so that the employees working in teams as individuals
alone cannot run the organization; the work needs to be executed in teams.
9. Creates and develops a healthy work atmosphere for the individuals in the organization along
with developing their competent skills at the organizational level.
10. It creates collaboration amongst subsystems as Human resource development management is a
huge system and has a number of functional subsystems that it functions with.
11. Its aim is to develop a sense of responsibility amongst employees along with creating good
relationships amongst seniors and subordinates by qualitatively motivating them.
12. To meet organizational goals, it develops competencies at an individual employee, interpersonal,
team and organizational levels.
13. Human resource development concept of inter-discipline of concepts such as economics,
psychology sociology, ideas, principles, etc.
14. Its motive is to examine and identify the needs of the employee and try to meet them in the best
possible way to maximize employee welfare and quality of work life.
 15. HRD believes in a continuous and systematic learning process along with monitoring the progress
with the help of different assessments and tools.
Now that the concepts of Human resource development definition are a little clear, let us look at how does
it benefit an individual and the organization both.

Advantages of Hum
A system that focuses on developing one of the most important resources of the organization does
definitely have a number of benefits. Take a look at these human resource development benefits to
maximize your knowledge on Human resource development definition.
1. HRD focuses on an employee’s competencies by developing their existing skills, helping them
develop new skills, attitude, and know-how of the people in the particular organization.
2. An accessible performance system is formed in order to access the employees on the basis of their
performance and rate them accordingly; this keeps them more committed to their jobs.
3. It enables the employee by creating an atmosphere of trust, confidence, and respect for the
employees in the organization.
4. HRD creates an atmosphere where the employees would accept change challengingly.
5. It benefits the employee with the power of problem-solving ability positively.
6. Generates new values with the openness of the behaviour of the employees.
7. HRD focuses on the overall improvement of the employee along with improving the team spirit
of the organization.
8. Benefits in creating organizational effectiveness along with efficient work culture in the
organization.
9. HRD focuses on maximising the available resources to achieve goals appropriately, minimizing
losses and maximizing profits by avoiding wastage.
10. The system motivates the workers to participate in the organization by increasing their
participation ability; the employees participate freely without hesitating; this gives them the
feeling of achievement and satisfaction as they are performing their jobs in their organization.
This increases their efficiency and helps them perform better.
11. HRD collects useful data for employee management on their policies and programs; it helps in
building better human resource planning. Data is an instrument that will never go wrong and
never guide your wrong; hence maintaining and materializing data for your analyses is very
important.
12. This system gives the employees recognition and a reputation, which helps them by giving them
the confidence to face the challenges in the organization today and even for their future.
13. It focuses on the organisation’s overall development, that is, the employee, the teams, and the
organization as a whole.
14. It gives HRD responsibility for the managers of every level of every department in order to build
the efficient resource for the organization.
15. Creates value for both the employee and the organization.
8 Millennium Development Goals (MDG)
MILLENNNIUM DEVELOPMENT GOALS
•The Millennium Development Goals were the eight international development goals for the year
2015 that had been established following the Millennium Summit of the United Nations in 2000,
following the adoption of the United Nations Millennium Declaration.

GOALS
•The MDGs were developed out of several commitments set forth in the Millennium Declaration,
signed in September 2000. There are eight goals with 21 targets, and a series of measurable health
indicators and economic indicators for each target.

GOAL 1: ERADICATE EXTREME POVERTY AND HUNGER

• Target 1A: Halve, between 1990 and 2015, the proportion of people living on less than $1.25 a
day
• Poverty gap ratio [incidence x depth of poverty]
• Share of poorest quintile in national consumption
• Target 1B: Achieve Decent Employment for Women, Men, and Young People
• GDP Growth per Employed Person
• Employment Rate
• Proportion of employed population below $1.25 per day (PPP values)
• Proportion of family-based workers in employed population
• Target 1C: Halve, between 1990 and 2015, the proportion of people who suffer from hunger
• Prevalence of underweight children under five years of age
• Proportion of population below minimum level of dietary energy consumption

GOAL 2: ACHIEVE UNIVERSAL PRIMARY EDUCATION

•Target 2A: By 2015, all children can complete a full course of primary schooling, girls and
boysEnrollment in primary education
•Completion of primary education

GOAL 3: PROMOTE GENDER EQUALITY AND EMPOWER WOMEN

• Target 3A: Eliminate gender disparity in primary and secondary education preferably by 2005,
and at all levels by 2015Ratios of girls to boys in primary, secondary and tertiary education
• Share of women in wage employment in the non-agricultural sector
• Proportion of seats held by women in national parliament

GOAL 4: REDUCE CHILD MORTALITY RATES

•Target 4A: Reduce by two-thirds, between 1990 and 2015, the under-five mortality rateUnder-five
mortality rate
•Infant (under 1) mortality rate
•Proportion of 1-year-old children immunized against measles

GOAL 5: IMPROVE MATERNAL HEALTH

• Target 5A: Reduce by three quarters, between 1990 and 2015, the maternal mortality ratio
• Maternal mortality ratio
• Proportion of births attended by skilled health personnel
• Target 5B: Achieve, by 2015, universal access to reproductive health
• Contraceptive prevalence rate
• Adolescent birth rate • Antenatal care coverage
• Unmet need for family planning
GOAL 6: COMBAT HIV/AIDS, MALARIA, AND OTHER DISEASES
• Target 6A: Have halted by 2015 and begun to reverse the spread of HIV/AIDS
• HIV prevalence among population aged 15–24 years
• Condom use at last high-risk sex
• Proportion of population aged 15–24 years with comprehensive correct knowledge of HIV/AIDS
• Target 6B: Achieve, by 2010, universal access to treatment for HIV/AIDS for all those who need
it
• Proportion of population with advanced HIV infection with access to anti-retroviral drugs
• Target 6C: Have halted by 2015 and begun to reverse the incidence of malaria and other major
diseases
• Prevalence and death rates associated with malaria
• Proportion of children under 5 sleeping under insecticide-treated bednets
• Proportion of children under 5 with fever who are treated with appropriate anti-malarial drugs
• Incidence, prevalence and death rates associated with tuberculosis
• Proportion of tuberculosis cases detected and cured under DOTS (Directly Observed Treatment
Short Course)

GOAL 7: ENSURE ENVIRONMENTAL SUSTAINABILITY

• Target 7A: Integrate the principles of sustainable development into country policies and
programs; reverse loss of environmental resources
• Target 7B: Reduce biodiversity loss, achieving, by 2010, a significant reduction in the rate of loss
• Proportion of land area covered by forest
• CO2 emissions, total, per capita and per $1 GDP (PPP)
• Consumption of ozone-depleting substances
• Proportion of fish stocks within safe biological limits
• Proportion of total water resources used
• Proportion of terrestrial and marine areas protected
• Proportion of species threatened with extinction
• Target 7C: Halve, by 2015, the proportion of the population without sustainable access to safe
drinking water and basic sanitation
• Proportion of population with sustainable access to an improved water source, urban and rural
• Proportion of urban population with access to improved sanitation
• Target 7D: By 2020, to have achieved a significant improvement in the lives of at least 100
million slum-dwellers
• Proportion of urban population living in slums

GOAL 8: DEVELOP A GLOBAL PARTNERSHIP FOR DEVELOPMENT

• Target 8A: Develop further an open, rule-based, predictable, non-discriminatory trading and
financial system
• Includes a commitment to good governance, development, and poverty reduction – both
nationally and internationally
• Target 8B: Address the Special Needs of the Least Developed Countries (LDCs)
• Includes: tariff and quota-free access for LDC exports; enhanced programme of debt relief for
HIPC and cancellation of official bilateral debt; and more generous ODA (Official Development
Assistance) for countries committed to poverty reduction
• Target 8C: Address the special needs of landlocked developing countries and small island
developing States
• Through the Programme of Action for the sustainable Development of Small Island Developing
States and the outcome of the twenty-second special session of the General Assembly
• Target 8D: Deal comprehensively with the debt problems of developing countries through
national and international measures in order to make debt sustainable in the long term
 • Some of the indicators listed below are monitored separately for the least developed countries
(LDCs), Africa, landlocked developing countries and small island developing States.
• Official development assistance (ODA):
• Net ODA, total and to LDCs, as percentage of OECD/DAC donors’ GNI
• Proportion of total sector-allocable ODA of OECD/DAC donors to basic social services (basic
education, primary health care, nutrition, safe water and sanitation)
• Proportion of bilateral ODA of OECD/DAC donors that is untied
• ODA received in landlocked countries as proportion of their GNIs
• ODA received in small island developing States as proportion of their GNIs
• Market access:
• Proportion of total developed country imports (by value and excluding arms) from developing
countries and from LDCs, admitted free of duty
• Average tariffs imposed by developed countries on agricultural products and textiles and clothing
from developing countries
• Agricultural support estimate for OECD countries as percentage of their GDP
• Proportion of ODA provided to help build trade capacity
• Debt sustainability: • Total number of countries that have reach
• of population with access to affordable essential drugs on a sustainable basis

• Target 8E: In co-operation with pharmaceutical companies, provide access to affordable, essential drugs
in developing countries
• Proportion of population with access to affordable essential drugs on a sustainable basis
• Target 8F: In co-operation with the private sector, make available the benefits of new technologies,
especially information and communications
• Telephone lines and cellular subscribers per 100 population
• Personal computers in use per 100 population • Internet users per 100 Population

Group 1
Human resource development management
POLLO REMAJELYN
OBORDO CAROL
MANIBO ANTONIO
CORREA JOHN CLYDE
CATOY MICHELL
MIJARES GERRY
SONGCO AILINE
HERNANDEZ JOSEPHINE
GUNGON KRISTIA MAE
DIMACULANGAN SHEILA MAY
PONCE ANDY
FLORES POULUS CESAR
MACALALAD ANGELICA
ABORDO LAINE
VILLAR ERWIN
ANTIG MYLINE
MALIGLIG MARILOU
Group 2
Millennium development goals

PERENA RUTH ANN

HUEL VERONICA
GELENA LEONIDES
CIPILLO MICHAEL
CAOTNER JOHN CESAR
CARPACIO JESSIECA
JUSTO MA. ROWENA
HERNANDEZ JEOMY
ESPENOCELLA JERMAINE
RAYOS JANET
MACARAIG WILLIAM
EVORA ENGELINE
AGUILAR BABY LYN
EVORA DIVINA
LEGARDE ESTPINIA
ALDAYA JANICE

Guidelines:
Reporter will be chosen by draw lots on the day of the report.
The grade of the group will depend on the performance of the chosen presenter.
The group may use any strategy to present their topic.
The group must provide an output about their topic together with the list of the members before the start
of the presentation.

Criteria for judging

Topic 20% 20 pts
Organization 20% 20 pts
Quality of info 20% 20 pts
Neatness 20% 20 pts
Timeliness 20% 20 pts
10% 100 pts