Development of

Human
Resources
INTRODUCTION
Without the development of human resources in societies
around the world, the continued degradation of natural resources
will occur, as more humans are not offered the resources and skills
necessary for them to become productive constituents and
contributors to world progress. Human Resource Development is the
engine that can provide the necessary competencies to develop
teamwork, problem and process analysis, communication and other
needed capabilities
INTRODUCTION
Diverse communities and organizations need individuals
capable of operating effectively in diverse cultural environments,
using increasing complex organizational structures and
communications patterns, and managing change using multiple
integrative business strategies with an embedded global
perspective. Sustainable development is possible only when human
beings who are properly educated and trained. Thus, HRD has
become a major component of sustainable development.
 EVOLVING IMPORTANCE OF HUMAN
RESOURCE DEVELOMENT
HRD can serve both an economic-oriented role and a people-
centered role; Economically, HRD can be a crucial tool for building and
maintaining the reservoir of skills needed for economic and social
development. Singapore, Korea, China, Ghana, and Chile provide
examples where HRD has been a key part of the national strategy to
foster sustainable economic development.
In the people-centered role, HRD can become the primary tool to
more directly address the needs of the poor by building their potential
for political and development participation, self-help, and improvement.
 ORIGIN AND HISTORY- LEARNING ACROSS THE
AGES
The development of humans is traced to the very origins of
learning and education. Depending on the era and historical period,
learning has always been part of people’s means of improving lives
and manipulating the environment. Thus, Human Resource
Development (HRD), which focuses on learning and training, and
the Development of Human Resources (DHR), which focuses on the
economic, social and cultural growth of people, should not be seen
as separate processes.
 ORIGIN AND HISTORY- LEARNING ACROSS THE
AGES
“For the first time, people began to rely on tools and each
other to meet their needs. Indeed humanity’s progress through the
ages has been inextricably linked to the development of practical
tools and securing the bonds of mutual cooperation necessary for
survival. With the development of tools and bonds of mutual
cooperation came a new form of education - one characterized by
conscious imitation rather than the unconscious imitation”
(Torraco)
 ORIGIN AND HISTORY- LEARNING ACROSS THE
AGES
• The Greeks and Romans were pioneers in establishing the ideas and
institutions for conscious development. Noted among the Greek
Philosophers were Socrates (469-399 BCE), Plato (428-348 BCE), and
Aristotle (384-322 BCE).
• The Romans took education further by integrating learning into normal
life. Their education goals were to achieve long-term social, economic
and cultural change.
• The Industrial era of the eighteenth and nineteenth centuries focused
on providing the necessary skills for employees to do the repetitive,
monotonous work of interacting with machines. Twentieth century
Human Resource Development began recognizing the importance of the
human aspects of learning, the importance of teamwork and leadership,
and the growing influence of technology and globalization.
 TODAY’S CONTEXT FOR THE DEVELOPMENT OF
HUMAN RESOURCES
The development of human resources in the twenty-
first century takes place in a world dominated by eight
significant forces: 1) globalization, 2) technology, 3) radical
restructuring and re-engineering of the world of work, 4)
increased customer power and demands, 5) emergence of
the knowledge and learning as the organization's must
valuable assets, 6) changing roles and expectations of
workers, 7) biotechnology, and 8) ever more rapid change
and chaos.
DEFINITIONS OF HUMAN RESOURCE DEVELOPMENT

Human resource development (HRD) is a process of developing

and unleashing human expertise through organization development
(OD) and personnel training and development (T&D) for the purpose
of improving performance (Swanson & Holton, 2001; 90):
• The domains of performance include organizations, work
processes, and groups and individuals.
• OD is the process of systematically implementing organizational
change for the purpose of improving performance.
• T&D is the process of systematically developing expertise in
individuals for the purpose of improving performance.
 PURPOSE OF HUMAN RESOURCE DEVELOPMENT
• HRD (Human Resource Development) makes people more competent. HRD develops
new skill, knowledge and attitude of the people in the concern organizations.

• With appropriate HRD programme, people become more committed to their jobs.
People are assessed on the basis of their performance by having a acceptable
performance appraisal system.

• An environment of trust and respect can be created with the help of human
resource development.

• Acceptability toward change can be created with the help of HRD. Employees found
themselves better equipped with problem-solving capabilities
 SCOPE OF HUMAN RESOURCE DEVELOPMENT

Organization development: involves organizational

reflection, system improvements, Planning and self analysis. To
help adapt with any changes in the Organization.
Organizational development consists of the processes and
practices through which an organization engages to link its
employees with its mission. In its broadest sense, organizational
development means anything that we do in an organization (i.e.
a group of people and resources that form a unit) to promote
positive change or growth.
 SCOPE OF HUMAN RESOURCE DEVELOPMENT

Career development: is a general term used to describe a

number of activities aimed at enhancing both individual and
organizational performance. CD is “an ongoing process by which
individual's progress through a series of stages, each of which is
characterized by a relatively unique set of issues, themes, and
tasks.” Thus, (CD) is a process to improve both HR and enterprise
performance.
 SCOPE OF HUMAN RESOURCE DEVELOPMENT

Training and development: Where indicated (Noe &

others) the definition of development indicates that it is future
oriented. Development implies learning that is not necessarily
related to the employee’s current job. In contrast, training
traditionally focuses on helping employees improve performance of
their current jobs. Training is the process of learning that is
organized and carried out by an organization to equip employees
with the knowledge, skills and attitudes required to carry out their
jobs and to improve their current job performance. Development
can be viewed as the learning process to develop the employee in
general and not necessarily related to his current job.
 SCOPE OF HUMAN RESOURCE DEVELOPMENT

Thus, (T&D) can be defined as a process that

aimed at the development and improvement of
human resources through continuing education
to support them with core qualifications to
perform their functions effectively. Ongoing
training and development aimed at
strengthening human resources capabilities to
complete current and future tasks.
SCOPE OF HUMAN RESOURCE DEVELOPMENT
 ROLE OF HR IN TRAINING AND DEVELOPMENT
The role of HR in training and development is to assist employees in
reaching their highest potential.

This vital role can be fulfilled through the following functions:

• Employee guidance and mentorship
• Monitoring employee performance
• Gathering feedback and interpreting data collected
• Providing enhancement activities and educational platforms
• Supplying sufficient on-the-job training
• Boosting employee morale and motivation
• Ensuring employees’ overall well-being
 PROCESSES IN TRAINING AND DEVELOPMENT
Training and Development consists of 5 related processes. These
processes do not have a distinct beginning, middle, and end. Instead, they
overlap with each other to fulfill their intended purpose.

The processes are:

Assessment of training needs and resources
Motivation of trainers and trainees
Design of training programs and materials
Delivery of training
Process and outcome evaluation
WHAT’S NEXT?
•PERFORMANCE REVIEW AND APPRAISAL
•CHANGES IN PERSONNEL STATUS
 PERFORMANCE REVIEW AND APPRAISAL
Employee performance review, or appraisals, is a method of
evaluating the performance of employees in the current run of the
organization. More often than not, these performance appraisals or
performance reviews are part of the individual career and organization's
internal record. Most of the organizations prefer an annual or six-month
employee performance review though some use monthly and even
weekly reviews to track performance from employers. The primary
purpose of these performance reviews in organizations is to have
uniformity for pay raise, salary hike, and promotional structure between
employees in shorter terms. However, goals and objectives play a more
significant role in the longer-term.