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Human Resource Development

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Published in: Management Subjects
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A overview of meaning, definition, evolution, & critical HRD issues.

Rohit G / Indore

5 years of teaching experience

Qualification: MBA/PGDM (WBUT - 2015)

Teaches: Accountancy, Commerce Subjects, Economics, Mathematics, Bank Clerical, IBPS, SBI Exam, SSC Exams, BBA Entrance, BBA Subjects, Management Subjects

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  1. Meaning of HRD • Human Resource Development (HRD) can be defined as a set of systematic and planned activities designed by an organization to provide its members with opportunities to learn necessary skills to meet current and future job requirements. • Learning is the fundamental principle that drives organizations towards higher concentration on Human Resource Development. • HRD activities should begin when an employee joins an organization and continue throughout his or her career, irrespective of the authority and responsibility level that the person holds. • HRD programs are focused on integrating long terms plans and strategies of the organization with the requirements of changes in the job to ensure the efficient and effective use of all the resources available to the organization.
  2. Definition: "Human resource development (HRD) is organized learning experiences provided by employees to bring about possibility of performance growth or personal growth within the specified period of time. ( Giley and Eggland, 1989) • "Human resource development is a process of developing and unleashing human expertise through personal training and organizational development for the purpose of improving performance.' (Swanson and Holton,2001)
  3. Therefore, Human Resource Development in any organization aims at the following: To develop the competence of its human resources. To create an environment of commitment and motivation among employees of the organization. To develop a conducive organizational culture to achieve its mission for existence. To create policies, procedures and systems to train people for better performance that is based on trust, commitment, loyalty and growth.
  4. Evolution of HRD History and concept of HRD: Development of HRM Awareness regarding HRM was felt during the industrial revolution around 1850 in western Europe and U.S.A.only during beginning of 20th century, it was felt in India. Since then to the present era. The development of HRM may be classified as follows:
  5. Trade Union Movement Era. Social Responsibility Era Scientific Management Era Taylor Developed Four Principles Of Scientific Management. Human Relation Era Behavioral Science Era System Approach Era Contingency Approach Era Development Of HRM In India: Like U.K. and U.S.A, the evolution and development of HRM in India was not voluntary.
  6. After second world war difficult conditions erupted in India. Malpractices in the recruitment of workers and payment of wages led to trade union movement. In 1931, on the recommendations of the royal 'Jobber' system was commission of labor, abolished. After independence, the Factories Act, 1948 laid down provisions for I Labor Officers, Labor welfare, safety and regulation of working conditions.
  7. Two professional bodies emerged. They are 'The Indian Institute of Personnel Management' (IIPM), Calcutta, now 'Kolkata 'and the 'National Institute of labour Management (NILIM),Bombay now Mumbai. These two institutes are guiding in Human Resource Management and Labour management. The massive trust on basic industries in India 1st Five year plan (1956-61), which accelerated public sector undertakings gave thrust to personnel management and HRD practices.
  8. The professionalism in managing organizations become quite discernible by 1970s. There was a clear shift from welfare approach to efficiency approach. The two professional bodies IIPM and NILM merged in 1980 to form National Institute or Personnel Management (NIPM) with Kolkata as headquarters. Evolving along the years, the approach has shifted to human values and productivity through people.
  9. It is against such a shift in managing people in the 1990s, a new approach has emerged human as resource management(HRM). This approach focuses more on development aspects of human resource, In the field of management sciences, 1980 can be called as a decade of computer and HRD. 1990s are likely to continue to be a decade of new technologies in every field including human resourc
  10. After that many companies started renaming their Training And Development Department as Human Resource Development and some have created separate departments. It was 36 years ago our country witnessed emergence of HRD culture. With the help of Prof,Udai Pareek and They started it as a "Review exercise of the performance appraisal system" for L&T (Larsen and Turbo)in 1974-1975. Then this further leads to establishment of HRD departments in SBI and its associates and Bharat Earth Movers LTD. In Bengluru in 1976-1978.
  11. Further the first HRD workshop was held at 11M-A in 1979. In following years beginning from 1980 a series of workshop were held to develop HRD facilitators. Than in 1983 Dr.T.V. Rao moved to XLRI as L&T professor to set up the center of HRD The first HRD Newsletter was started in 1985 by the center of HRD and sponsored by L&T. This was the first family tree of HRD in India.
  12. Critical HRD Issues Strategic management and HRD The supervisor's role in HRD Organizational structure of HRD 12
  13. Strategic Management & HRD Strategic management aims to ensure organizational effectiveness for the foreseeable future — e.g., maximizing profits in the next 3 to 5 years HRD aims to get managers and workers ready for new products, procedures, and materials 13
  14. Supervisor's Role in HRD Implements HRD programs and procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A "front-line panicipant" in HRD 14
  15. Organizational Structure of HRD Departments Depends on company size, industry and maturity No single structure used Depends in large part on how well the HRD manager becomes an institutional part of the company — i.e., a revenue contributor, not just a revenue user 15
  16. HRD Functions Training and development (T&D) Organizational development Career development 16
  17. Training and Development Training — improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task — e.g., Employee orientation Skills & technical training Coaching Counseling 17
  18. Training and Development Development — preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development 18
  19. Organizational Development The process of improving an organization's effectiveness and member's well-being through the application of behavioral science concepts Focuses on both macro- and micro-levels HRD plays the role of a change agent 19
  20. Career Development Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. Career planning Career management 20

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