Human Resource Development

• Concept
• Significance
• Frame work
• Techniques
• Functions
• Task and Line manager
 Human Resource Development
• According to c.Leon Magginson, “HRD may be
defined as development of people by
providing the right environment where each
individual may grow to his fullest
potentialities. Human resources are viewed as
total knowledge, skills, creative abilities,
talents and aptitudes of an organisations
workforce as well as values, attitudes and
beliefs of individual involved”
 Nature of HRD
• systematic and planned approach
• continuous process
• HRD concerned with behavioral knowledge.
• HRD is a well integrated system
• HRD provides better quality of life.
• HRD focuses on all round development of
human resources
 Need for HRD
• Changes in economic policies
• Changing job requirement
• Need for multi skilled Human Resources
• Organizational viability and Transformation
Process
• Technological advances
• Organisational complexity
• Human Relations
 Significance of HRD
• HRD improves the capabilities of the people
• Improves team work
• Promotes Organisational effectiveness
• HRD facilitates HRP and control
• HRD helps organisation in procuring right
person at right time
 HRD Framework
Forecasting
Manpower
Analysis of Roles as needs based
Individuals on HRD

Members of Teams Recruitment

and selection
Members of Organistion based on HRD
• Potential Appraisal
• Performance Appraisal

Employees Present capabilities and

potentialities
•

Capabilities to be acquired

Inputs: Skills, Knowledge, Behaviour,

Values
 Objectives

• To prepare employees
– To meet present and future job requirements
– Higher level jobs
• To prevent employee obsolescence
• To develop
– Creative abilities and talents
– Constructive mind & overall personality
– Organisational capabilities
– Individual and collective morale
– Sense of responsibility
– Co operative attitudes and relationship
 Process of
Organisational Climate and HRD climate
HRD:
Techniques
& Output
Techniques Development of
Performance Appraisal Human Resources
Human
Training Resources Outcomes
Management Development Output - Individual
- Skill Goals
Career Development
- - Knowledge - - Team Goals
Workers Participation
- - Behaviour - - Organisationl
Organisation Development
- - Values Goals
Quality Circle
Social and spiritual - - Social Goals
Development
Means
- Individual
- -Team
- - Family &
Friends
- -Society
 HRD Functions
• Performance Appraisal
• Employee Training
• Executive Development
• Career planning & Development
• Succession Planning & Development
• Organisation change and development
 Implementation of HRD
• Commitment of the Management and staff to HRD
• Specific Action plan & strategy
• Building Morale and Motivation
• Counselling & Mentoring
• Developing Team work
• Creating Effective HRD climate
• Developing Emotional Intelligence
• Imparting Need based and on going training
• Emphasis on excellence
• Replacing Rigidity with Flexibility
 HRD strategies
• Total Quality Management (TQM)
• Kaizen
• Just in time Production
• Empowerment
• Benchmarking
• Learning organisation
 Functions of HRD Manager
• Role Analysis
• Human Resource Planning
• Recruitment & Selection
• Placement & Training
• Induction & Orientation
• Management & Organisation Development
• Career Planning & Development
• Compensation
• Quality Circle
• Grievance Mechanism
• Social & cultural Programmes
• Workers Participation in management
 HRD task of Line Manager
• Appraisal
• Sub-system Training
• Career
 Attributes of an HRD Manager
• Technical
• Managerial
• Personality