UNIT I

HUMAN RESOURCE DEVELOPMENT

Prof. Smruti Patre

INTRODUCTION

 Concerned with developing skill,

knowledge and competencies of people.
 Can be applied for both national level
and organizational level.

Prof. Smruti Patre

 Through HRD at organizational level, it is
possible to sustain competitive
advantage rationalizing human
resources.

Prof. Smruti Patre

HRD at organizational level is a
process:
 In which employees are helped/ motivated
to acquire and develop technical,
managerial and behavioral knowledge,
skills and abilities
 And mould the values, beliefs, attitude
necessary to perform the present and
future roles
 With a view to contribute positively to the
organizational, group, individual and social
goals. Prof. Smruti Patre
Aspects of HRD

 There are three aspects of HRD:

1. Employees of an organization are
helped/motivated.
2. Acquire, develop and mould various
aspects of human resources.
3. Contribute to the organizational, group
and individual and social goals.

Prof. Smruti Patre

 The first aspect deals with
helping/motivating factors for HRD.
 These factors may be called enabling
factors.
 It includes: organization structure,
organization climate, HRD climate, HRP,
recruitment and selection.

Prof. Smruti Patre

 The second aspect deals with the
techniques or methods meant to
acquire, develop and mould various
human resources.
 These techniques include:
Performance appraisal, potential
appraisal, career planning and
development, training, management
development, organizational
development, WPM, quality circles.
Prof. Smruti Patre
 The third category includes the outcome
contribution of the HRD process to the
goals of organization, group, individuals
and society.

Prof. Smruti Patre

Definitions of HRD

“HRD is the integrated use of Training

and development, career development
and organizational development to
improve individual effectiveness”.
- Len Nadar

Prof. Smruti Patre

Definitions of HRD

“HRD is a filed concerned with individual

development , of which employee training
and development activities are a part. It
also includes career development and
organizational development”.

Prof. Smruti Patre

 Country wise definitions of
 HRD
France: Development social is often used as a
synonym of HRD.
 Germany: The field corresponding to HRD is marked
by a training industry, consultants and personnel
specialists.
 Netherlands: HRD is related to all training and
development interventions that are made to create
and further develop human expertise within the
context of an organization.
 Russia: HRD is associated with personnel staffing,
selection and training, the focus being on managing
the employee pool rather than helping individual
employees to develop.

Prof. Smruti Patre

Roles of HRD professionals

 HR strategic advisor
 HR systems designer and developer
 Organization change consultant.
 Instructor/facilitator
 Individual development and career
consultant
 Performance consultant
 Researcher
Prof. Smruti Patre
Scope of HRD
 HRD encompasses all development
functions of HR:
1. Performance management
2. Potential appraisal
3. Mentoring, counseling
4. Career development
5. Organizational development
6. Training and development
Prof. Smruti Patre

Objectives of HRD
To develop capabilities of all individuals
working in an organization in relation to their
present role.
 To develop capabilities of all such individuals
in relation to their future role.
 To develop better inter-personal and
employee-employer relationships in an
organization.
 To develop team spirit.
 To develop coordination among different
departments of an organization.
 To develop organizational health by
continuous renewal of individual capabilities
keeping pace with technological
Prof. Smruti Patre
changes.
HRD objectives of Siemens
Limited
 Development of employees is the primary task
of the company.
 It is the policy of Siemens to recruit, train,
develop and advance employees within the
company.
 Recruitment of quality manpower and their
retention.
 Performances sole criteria for increments and
promotion.

Prof. Smruti Patre

 Use of training as strategic factor for
competitive advantage.
 Ensure transparency in decision making.

Prof. Smruti Patre

Role and significance of HRD

 For any dynamic and growth-oriented

organization to survive in a fast changing
environment, HRD plays a very crucial
role.
 Many organizations in India are
threatened with manpower obsolescence
to withstand which HRD activities have
now received prime importance.

Prof. Smruti Patre

 Role and significance of HRD
 Increased morale and motivation of
employees are necessary to achieve
productivity and functional
effectiveness.
 This needs continuous renewal of
employees competencies , developing
and enabling organizational culture.

Prof. Smruti Patre

 Role and significance of
HRD
 Hence role and significance of HRD in
an organization can be appreciated
when we consider the fast changing
environment coupled with technological
change and intensified competition.
 This has necessitated the need for
renewal of employees capabilities.

Prof. Smruti Patre

Role and significance of HRD

 The role and significance of HRD can

further be appreciated when we consider
different sub-systems of HRD like, PA,
Career planning, manpower planning,
training & development, OD, QWL etc.

Prof. Smruti Patre

 Important Areas of HRD
HRD department should focus on these areas:
 Increasing the enabling capabilities.
 Focus on balanced organizational culture
 Focus on learning contextual factors from
different professional bodies like NIPM,
NHRD etc.
 Focus on periodic reviewing of HRD system.
 Focus on integrating HRD with other
functions.
 Focus on working with unions.
Prof. Smruti Patre
 Principles of HRD systems
HRD systems should help:
 company to increase enabling capabilities.
 individuals to recognize their potential and
contribute their best.
 Maximize individual autonomy through
increased responsibility.
 Facilitate decentralization through
delegation and shared responsibility.
 Facilitate participative decision making.
 There should be a continuous renewal and
review. Prof. Smruti Patre
Concept of HRD process

Tracing the history:

 Personnel function was derived from
introduction of welfare and charitable
activities.
 Initially welfare considered as moral duty,
later became precondition of industrial
efficiency.

Prof. Smruti Patre

 The second development sprung from
the employers endeavors to cope up with
the challenges of Trade union.
 The third phase could be attributed to the
development of humanization of work.

Prof. Smruti Patre

 Factors which are responsible for
development of this profession in a
phased manner can be:
1. Technological changes:
 They have great bearing upon personnel
functions because
 It fundamentally changed the relationship
between people and work
 It induced a major change in the economic
system and structure of the society.

Prof. Smruti Patre

 Factors which are responsible for
development of this profession in a
phased manner can be:
2. Rising competition- domestic and
international:
 This reduces the profit to the level of
production cost.
 The free movement of technology from
one country to other does not allow any
production process to monopolize the
particular technology of their use.

Prof. Smruti Patre

 Factors which are responsible for
development of this profession in a
phased manner can be:
3. Rise of consumerism, government
protection:
 This developed the necessity to maintain
quality and price.

Prof. Smruti Patre

 Factors which are responsible for
development of this profession in a
phased manner can be:
4. Social changes:
 They are also taking place at a fast pace.
 Business function is no longer a mere
profit multiplying one.
 Organization now also owes to the
society.

Prof. Smruti Patre

 Factors which are responsible for
development of this profession in a
phased manner can be:
5. Structural changes in employment:
 Changes more oriented towards white collared
jobs, gradual decline of unskilled jobs.
 Changes in sector distribution of employment
(more towards service sectors).
All these bought great challenge to the
employees.

Prof. Smruti Patre

Definition of the process

 ISO 9000 document defined process as “

Set of interrelated or interacting activities,
which transforms inputs into outputs.

Prof. Smruti Patre

HRD processes

 HRD encompasses the following types

of processes:
1. Organization management process
2. Resource management process
3. Realization process
4. Measurement, analysis and
improvement process
Prof. Smruti Patre
HRD processes

1. Organization management processes:

 It includes strategic planning,
establishment of policies, setting of
objectives, providing of communication,
making available resources, provision
for management reviews.

Prof. Smruti Patre

HRD processes

2. Resource management process:

 It includes provisioning of the resources
to facilitate management realization and
measurement of organizational activities.
3. Realization processes:
 Includes all those that provide output of
the organization.

Prof. Smruti Patre

4. Measurement, analysis and
improvement processes:
 These processes measure and
gather data to track performance and
improve organizational effectiveness
and efficiency.
 Thus it include measuring, monitoring
and auditing processes, and
processes for corrective and
preventive actions.
Prof. Smruti Patre
Prof. Smruti Patre