Introduction To Human Resource
Development
Deepti Chaudhary
Preeti Kana Kumari
Sumana Mitra
Raj Prakash Gupta
Definition of HRD
HRD is the management of developing learning and
performance to enhance both the individual and the
organization.
It is a part of human resource management. It deals with
the all round development of an employee within an
organization, his career development, training,
counseling, updating him with the latest technology,
helping him explore his potential and develop his skills
which would prove beneficial to both the employee and
the organization in achieving the organization goals.
Objectives
Develop human resource of the company
continuously for better performance to meet the
objectives.
Provide opportunity for development of different
levels of the employee.
Suitable needs based training program.
Prepare newly inducted staff to perform their work
with high level of competency and excellence.
Meet social obligations of industry to contribute
towards the excellence of technical and management
education
Objectives (Contd.)
Assist the existing and potential customers in better use
of our equipments by training the employees.
Promote a culture of creativity, innovation, human
development, respect and dignity.
Achieve excellence in every aspect of working life.
Create environment of the trainee conducive to their
character building.
Principles of HRD
All living creatures including birds, animals and human
beings can learn.
All people irrespective of age, gender, race, religion,
nationality, language, socio-economic background are
endowed with a natural capacity for learning.
Facilitation and reinforcement promote learning.
While designing programs, learners view points should
be given due consideration.
Different learners have different learning styles, so the
courses should be structured to their learning styles.
Learning will be most effective when it is linked to
career progression.
Principles of HRD (Contd.)
Initial activities of learning should be simple and
complex activities should be added later.
Learning activities should be organized sequentially from
beginning to end.
Effective learning requires an environment free from
distractions and disturbances.
THE NEED FOR HRD:
BUSINESS AND ECONOMICS CHANGED
HRD can be a platform for organizational
transformation.
A mechanism for continuous organizational and
individual renewal.
And a vehicle for global knowledge transfer.
THE NEED FOR HRD
Implementing a new policy.
Implementing a strategy.
Effective organizational change.
Changing an organization’s culture.
Meeting changes in external environment.
Solving a particular problem.
THE NEED FOR HRD:
TECHNOLOGICAL CHANGES
Technological changes creates requirements for training
and development.
THE NEED FOR HRD:
ORGANIZATIONAL CHANGES
Organizations which works in less time will have a
competitive advantage.
A customer and quality focus will permeate tomorrow’s
superior organization.
The arena for an organization’s planning and action will
be global.
Business strategies now depend and quality and
versatility of the human resource.
Work structure and design will change drastically.
THE NEED FOR HRD:
SOCIAL, LEGAL AND OTHER CHANGES
Social attitudes, legal requirements, industrial relations
and so on generate training and development needs.
They demand new skills in the work place.
Training and Development
Training – improving the knowledge, skills and attitude of
employees for the short-term particular to a specific job or
task.
For Example.
- Employee orientation
- Skills and technical training
- Coaching
- Counseling
Training and Development
(Contd.)
Development – preparing for future responsibilities, while
increasing the capacity to perform at a current job.
- Management Training
- Supervisor Development
Benefits of Training &
Development
Training and Development helps the employees to
achieve their personal goals which in turn helps to achieve
the overall organizational objectives.
Thus, we can bifurcate the benefits of training and
development into two broad heads.
- Organizational benefits
- Personal benefits
Organizational Benefits
Improves the morale of the workforce
Leads to improve the profitability and more positive
attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the
organization.
Aids in organizational development.
Improves the relationship between superior and
subordinates.
Personal Benefits
Helps the individual in making better decision and
effective problem solving.
Aids in encouraging and achieving self-development and
self-confidence.
Provides information for improving leadership
knowledge, communication skills and attitudes.
Helps a person handle stress, tension, frustration and
conflicts.
Helps a person develop speaking and listening skills.
Helps eliminating fear in attempting new task.
Challenges for HRD
Changing workforce demographic.
Competing in global economy.
Eliminating the skills gap.
Need for lifelong learning.
Need for organizational learning.
DIFFERENCE BETWEEN
HRD & OD
HRD focuses on learning human theories, while OD
social and cultural issues of the organization. OD
also focuses on quality of work life, work re-design.
HRD is more into adult learning.
