Human
Resource
Developme
nt
GROUP MEMBERS
SUBALAKSHMI.K
What is HRD?
Deals with development an
d up gradation of human ca
pital
HRD
HRD tries to bring about q
ualitative changes in huma
n capital in accordance wit
h the needs
HRD is a process for develo
ping and unleashing huma
n expertise through organiz
ation development and pers
onnel training
HRM vs HRD
HRM HRD
a routine and administrative fun
continuous process
ction
Function more independent with sub-system of a large system,
separate roles to play. more organizational oriented
Mainly a reactive function respo More proactive; it copes with th
nding to the demands which ma e changing needs of the peopl
y arise. e as well as anticipate these n
eeds.
Concerned with people Only.
Developing the whole organiza
tion, e.g. OD.
It is basically the responsibilities
of the HR department.
involvement of the entire work
force from top to bottom is mor
e and a must in most of the ca
ses
Beliefs about the Role o
f HRD
Strong commitment to the developme
nt of people
Change is a learning process
Learning is the heart of HRD
Helping and facilitating
Learning occurs on multiple levels
Learning and performance are both va
lued roles of HRD
Development of systems is important
T&D
Field
Employee development
of Technical training
Practic Management development
e Executive and leadership Dev
elopment
in HRD Human performance
Organization development
Organizational learning
AREAS DISCUSS
ED UNDER HRD
AREAS DISCUSS
ED UNDER HRD
Human Resource Planning
Ensuring availability of right numbers of wo
rkforce , in terms of skills at the right time
and at the right place
Developing their potentials in terms of skills,
performance and capacity
Recruitment and Selection
Recruiting is a way of generating applicatio
ns or attracting applicants for specific positi
ons
Selection is thus a means of selecting the ”b
est-fit” for a job by using multiple hurdles
Performance Appraisal
also called “employee rati
ng”
review of the way in which
an individual performs in h
is or her job.
Counseling
Helpingthe employee to re
cognize his own strengths,
weaknesses and potential
Career Planning
involves identifying the right potential
well in time, for development to take ov
er higher responsibilities
attention is focused on individual’s style
of working than his current performanc
e results.
Succession Planning
1. to decide which are the key jobs
2. to identify the potential incumbent who
can fit the position
3. to make necessary records in the organi
zation chart
Training
Improve the capabilities of the h
uman resources in order to incre
ase their efficiency and effective
ness
Job oriented and fulfills the curr
ent needs of an individual to ove
rcome job difficulties.
Job Evaluation
Determine the relative worth of
a job compared to other jobs wit
hin an organization
Rewards
Positive reinforcements giv
en by the organization
Rewards include:
– Promotion
– Incentives
– Increments, etc
PHASES FOR ADOPTIN
G HRD
Learning and HRD
Maximizing learning and creating a lear
ning environment
Recognizing Individual differences
Learning strategies and styles
Assessing HRD needs
Strategic organizational analysis
Task analysis
Person analysis
Prioritizing HRD needs.
Designing Effective HRD Pr
ograms
Implementing HRD Progra
ms
THANK U
