2. MEANING
HRD concept was first introduced by Leonard Nadler in 1969 in a
conference in US. “He defined HRD as those learning experience
which are organized, for a specific time, and designed to bring
about the possibility of behavioral change”.
Human Resource Development (HRD) is the framework for helping
employees develop their personal and organizational skills,
knowledge, and abilities.
HRD includes such opportunities as employee training, employee
career development, performance management and development,
coaching, mentoring , succession planning , key employee
identification, tuition assistance, and organization development.
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3. The focus of all aspects of Human Resource
Development is on developing the most superior
workforce so that the organization and individual
employees can accomplish their work goals in service
to customers.
Human Resource Development can be formal such as
in classroom training, a college course, or an
organizational planned change effort. Or, Human
Resource Development can be informal as in employee
coaching by a manager. Healthy organizations believe
in Human Resource Development and cover all of these
bases .
4. DEFINIATION
"Human resource development is a series of organized
activities, conducted within a specialised time and designed to
produce behavioral changes.“
By Leonard Nadler,
"Human resource development is the across of increasing
knowledge, capabilities and positive work attitudes of all
people working at all levels in a business undertaking.“
By M.M. Khan
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5. Acquire or sharpen capabilities required to perform
various functions associated with their present or
expected future roles .
Develop their general capabilities as individuals and
discover and exploit their own inner potentials for their
own and/or organisational development purposes .
Develop an organisational culture in which supervisor-
subordinate relationships, teamwork and collaboration
among sub-units are strong and contribute to the
professional well being, motivation and pride of
employees.
By Prof. T.V. Rao
6. FEATURE OF HRD
Human resource development is a process in which employees of
the organisations are recognized as its human resource. It
believes that human resource is most valuable asset of the
organisation.
It stresses on development of human resources of the
organisation. It helps the employees of the organisation to develop
their general capabilities in relation to their present jobs and
expected future role.
It emphasise on the development and best utilization of the
capabilities of individuals in the interest of the employees and
organisation.
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7. It tries to develop competencies at the organisation level. It stresses on
providing healthy climate for development in the organisation.
It aims to develop an organisational culture in which there is good senior-
subordinate relations, motivation, quality and sense of belonging.
It tries to develop competence at individual, inter-personal, group and
organisational level to meet organisational goal.
It form on employee welfare and quality of work life. It tries to
examine/identify employee needs and meeting them to the best possible
extent.
It helps is establishing/developing better inter-personal relations. It
stresses on developing relationship based on help, trust and confidenc
8. IMPORTANCE OF HRD
HRD makes people more competent. It develops new skill,
knowledge, and attitude of the people in the concern
organizations.
An environment of trust and respect can be created with the help
of human resource development.
Employees found themselves better equipped with problem-
solving capabilities.
It improves the all-round growth of the employees. It improves
team spirit in the organization.
They become more open in their behavior. It generated values
among people .
It also helps to create the efficiency culture In the organization. It
leads to greater organizational effectiveness. Resources are
properly utilized and goals are achieved in a better way.
9. PRINCIPLES
OF HRD
Principle of Enhancement of
organisational capability
Principle of potential
optimization
Principle of facilitating
maximum autonomy
Principle of participative
decision-making
Principle of effective
delegation
Principle of efficient
management of transition
Principle of periodic review
10. 1. Principle of Enhancement of
Organisational capability.
Human resource development involves enhancement
of inherent organisational capability. Every organisational
should possess inherent capability to maintain sound intra –
organsational health, which means – healthy working
relationships , organsational culture that has justice at its core .
2. Principle of potential optimization
Various HRD sub-system should help employee optimize
their working potential so as to deliver the best results .
11. 3. Principle of facilitating maximum
autonomy
HRD systems should facilitate max autonomy to go hand
in hand with responsible behavior . The more responsible an
individual is, the more suitable act independently .
4. Principle of effective delegation
To maximize efficiency , HRD systems should ensure
delegation of work whenever feasible , thus enabling balanced
distribution of workload and authority .
5. Principle of periodic review
In this system should be subjected to periodic review , and
change in the policies and functions should be made , as and
when required.
12. 6. Principle of participative decision-
making
This is an important principle of HRDas the maximum
possible participation of employees in decision making ensure
that individual inputs contribute to the achievement of best
results .
7. Principle of efficient management of
transition
HRD system should strive to ensure a smooth transition
from existing culture to a new organisational culture .
13. BASIC HUMAN RESOURCE
MANAGEMENT
HUMAN RESOURCE DEVELOPMENT
MEANING Human Resource Management relates to the
application of principles of management to
manage the people working in the
organization
Human Resource Development means a continual
development function that intends to improve the
performance of people working in the organization
OBJECTIVE
To enhance the performance of the
employees.
To create the skills, knowledge, and competency of
employees.
ORIENTATION
It is a Staffing function of the organization.
The development and management of company
resources.
INCLUDES
It includes compensation and benefits,
recruiting and staffing, employee and labor
relations, occupational health and safety.
It includes organizational development, performance
management, training and learning, and coaching.
FUNCTION
Reactive Proactive
STATUS
Independent for human resource It is a subsystem of large system
PROCESS
Routine Ongoing
MORALE
Job satisfaction and morale are regard as
causative factors for achieving improved
performance
It focus on improved performance , which in turn ,
improves job satisfaction and the morale of employee.
14. ROLE OF HRD MANAGER
Training role
Research
Consulting
Change in management
Motivating
Improve capability
Communication
