Introduction to Human

Resource Development
Chapter 1

Werner & DeSimone (2006)

Definition of HRD
A set of systematic and planned
activities designed by an
organization to provide its
members with the necessary skills
to meet current and future job
demands.

Werner & DeSimone (2006)

According to T.V Rao,

"HRD is the process of enabling people to make thing happen. It
deals both with the process of competency development in
people and creation of conditions to help people apply these
competency development in people and the creation of conditions
to help people apply these competencies for their own benefit and
for that of others."

Definition

According to American Society for Training and Development

(ASTD),
"HRD is the integrated use of :training and development,
organizational development, and
career development to improve individual, group and
organizational effectiveness."

Werner & DeSimone (2006)

HRD process is facilitated by

mechanisms (instrument or subsystem)like;
.Performance appraisal
.Training
.Organisation Development
.Feedback and Counselling
.Career Development
.Job Rotation
.Rewards

Why HRD ?
People need competencies
(knowledge,attitude,values and skill) to
performance of task requires a higher level or
degree of skill.
Without continuous development of
competencies in people ,an organization is not
likely to achieve its goals.

Emergence of HRD
Employee needs extend beyond
the training classroom
Includes coaching, group work, and
problem solving
Need for basic employee
development
Need for structured career
development
Werner & DeSimone (2006)

Relationship Between HRM

and HRD
Human resource management
(HRM) encompasses many
functions
Human resource development
(HRD) is just one of the functions
within HRM

Werner & DeSimone (2006)

HRD is needed by every

organization that is interested
in;
.Stabilizing
.Diversifying
.Growth
.Renewing itself to become more effective
.Improving its system and services
.Change and becoming more dynamic
.Playing leadership roles

Characteristics of HRD

HRD is a system

HRD is a planned process

HRD develops competencies at all levels

Demand of HRD on employees

Cooperating with each other
Protecting an organisation against disaster
Contributing ides for organization improvement
Self education
Creating a favourable enviournment for organization

Following areas seems to be

fundamentals of HRD system
Manpower planning
Recruitment and selection
Performance appraisal
Performance counselling
Potential appraisal and development
Feedback and performing coaching
Career planning and advancement
Training and development
Organization development
Employee welfare and quality of worklife
Human resource information

HRD Functions
Training and development (T&D)
Organizational development
Career development

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Training and Development

(T&D)
Training improving the knowledge,
skills and attitudes of employees for
the short-term, particular to a
specific job or task e.g.,

Employee orientation
Skills & technical training
Coaching
Counseling
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Training and Development

(T&D)
Development preparing for future
responsibilities, while increasing
the capacity to perform at a
current job

Management training
Supervisor development

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Organizational
Development
The process of improving an
organizations effectiveness and
members well-being through the
application of behavioral science
concepts
Focuses on both macro- and microlevels
HRD plays the role of a change
agent
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Career Development
Ongoing process by which
individuals progress through series
of changes until they achieve their
personal level of maximum
achievement.

Career planning

Career management
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HRD Organization in a
Large Company

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Sample HRD Jobs/Roles

Executive/Manager
HR Strategic Advisor
HR Systems Designer/Developer
Organization Change Agent
Organization Design Consultant
Learning Program Specialist
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Sample HRD Jobs/Roles 2

Instructor/Facilitator
Individual Development and Career
Counselor
Performance Consultant (Coach)
Researcher

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Summary
HRD is too important to be left to
amateurs
HRD should be a revenue
producer, not a revenue user
HRD should be a central part of
company
You need to be able to talk MONEY
Werner & DeSimone (2006)

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