Unit1, HRD

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Prof. Smruti PatreProf. Smruti Patre

UNIT IUNIT I

HUMAN RESOURCE DEVELOPMENTHUMAN RESOURCE DEVELOPMENT

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INTRODUCTIONINTRODUCTION

Concerned with developing skill,Concerned with developing skill,

knowledge and competencies of people.knowledge and competencies of people.

Can be applied for both national levelCan be applied for both national level

and organizational level.and organizational level.

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Through HRD at organizational level, it isThrough HRD at organizational level, it is

possible to sustain competitivepossible to sustain competitive

advantage rationalizing humanadvantage rationalizing humanresources.resources.

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HRD at organizational level is aHRD at organizational level is a

process:process:

In which employees are helped/ motivatedIn which employees are helped/ motivated

to acquire and develop technical,to acquire and develop technical,managerial and behavioral knowledge,managerial and behavioral knowledge,skills and abilitiesskills and abilities

And mould the values, beliefs, attitudeAnd mould the values, beliefs, attitude

necessary to perform the present andnecessary to perform the present andfuture rolesfuture roles

With a view to contribute positively to theWith a view to contribute positively to theorganizational, group, individual and socialorganizational, group, individual and social

goals.goals.

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Aspects of HRDAspects of HRD

There are three aspects of HRD:There are three aspects of HRD:

1.1. Employees of an organization areEmployees of an organization are

helped/motivated.helped/motivated.

2.2. Acquire, develop and mould variousAcquire, develop and mould various

aspects of human resources.aspects of human resources.

3.3. Contribute to the organizational, groupContribute to the organizational, group

and individual and social goals.and individual and social goals.

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The second aspect deals with theThe second aspect deals with thetechniques or methods meant totechniques or methods meant toacquire, develop and mould variousacquire, develop and mould various

human resources.human resources. These techniques include:These techniques include:

Performance appraisal, potentialPerformance appraisal, potential

appraisal, career planning andappraisal, career planning anddevelopment, training, managementdevelopment, training, managementdevelopment, organizationaldevelopment, organizationaldevelopment, WPM, quality circles.development, WPM, quality circles.

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The third category includes the outcomeThe third category includes the outcome

contribution of the HRD process to thecontribution of the HRD process to the

goals of organization, group, individualsgoals of organization, group, individualsand society.and society.

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Definitions of HRDDefinitions of HRD

HRD is the integrated use of TrainingHRD is the integrated use of Training

and development, career developmentand development, career development

and organizational development toand organizational development toimprove individual effectiveness.improve individual effectiveness.

-- Len NadarLen Nadar

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Definitions of HRDDefinitions of HRD

HRD is a filed concerned with individualHRD is a filed concerned with individual

development , of which employee trainingdevelopment , of which employee training

and development activities are a part. Itand development activities are a part. Italso includes career development andalso includes career development and

organizational development.organizational development.

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Country wise definitions ofCountry wise definitions of

HRDHRD

France: Development social is often used as aFrance: Development social is often used as asynonym of HRD.synonym of HRD.

Germany: The field corresponding to HRD is markedGermany: The field corresponding to HRD is markedby a training industry, consultants and personnelby a training industry, consultants and personnelspecialists.specialists.

Netherlands: HRD is related to all training andNetherlands: HRD is related to all training anddevelopment interventions that are made to createdevelopment interventions that are made to createand further develop human expertise within theand further develop human expertise within thecontext of an organization.context of an organization.

Russia: HRD is associated with personnel staffing,Russia: HRD is associated with personnel staffing,

selection and training, the focus being on managingselection and training, the focus being on managingthe employee pool rather than helping individualthe employee pool rather than helping individualemployees to develop.employees to develop.

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Roles of HRD professionalsRoles of HRD professionals

HR strategic advisorHR strategic advisor

HR systems designer and developerHR systems designer and developer

Organization change consultant.Organization change consultant.

Instructor/facilitatorInstructor/facilitator

Individual development and careerIndividual development and career

consultantconsultant Performance consultantPerformance consultant

ResearcherResearcher

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Scope of HRDScope of HRD

HRD encompasses all developmentHRD encompasses all developmentfunctions of HR:functions of HR:

1.1. Performance managementPerformance management2.2. Potential appraisalPotential appraisal

3.3. Mentoring, counselingMentoring, counseling

4.4. Career developmentCareer development5.5. Organizational developmentOrganizational development

6.6. Training and developmentTraining and development

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Objectives of HRDObjectives of HRD

To develop capabilities of all individualsTo develop capabilities of all individualsworking in an organization in relation to theirworking in an organization in relation to theirpresent role.present role.

To develop capabilities of all such individualsTo develop capabilities of all such individualsin relation to their future role.in relation to their future role.

To develop better interTo develop better inter--personal andpersonal andemployeeemployee--employer relationships in anemployer relationships in anorganization.organization.

To develop team spirit.To develop team spirit.

To develop coordination among differentTo develop coordination among differentdepartments of an organization.departments of an organization.

To develop organizational health byTo develop organizational health bycontinuous renewal of individual capabilitiescontinuous renewal of individual capabilitieskeeping pace with technological changes.keeping pace with technological changes.

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HRD objectives ofSiemensHRD objectives ofSiemens

LimitedLimited Development of employees is the primary taskDevelopment of employees is the primary task

of the company.of the company.

It is the policy of Siemens to recruit, train,It is the policy of Siemens to recruit, train,develop and advance employees within thedevelop and advance employees within thecompany.company.

Recruitment of quality manpower and theirRecruitment of quality manpower and their

retention.retention. Performances sole criteria for increments andPerformances sole criteria for increments and

promotion.promotion.

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Use of training as strategic factor forUse of training as strategic factor for

competitive advantage.competitive advantage.

Ensure transparency in decision making.Ensure transparency in decision making.

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Role and significance of HRDRole and significance of HRD

For any dynamic and growthFor any dynamic and growth--orientedorientedorganization to survive in a fast changingorganization to survive in a fast changing

environment, HRD plays a very crucialenvironment, HRD plays a very crucialrole.role.

Many organizations in India areMany organizations in India arethreatened with manpower obsolescencethreatened with manpower obsolescence

to withstand which HRD activities haveto withstand which HRD activities havenow received prime importance.now received prime importance.

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Increased morale and motivation ofIncreased morale and motivation of

employees are necessary to achieveemployees are necessary to achieve

productivity and functionalproductivity and functional

effectiveness.effectiveness.

This needs continuous renewal ofThis needs continuous renewal of

employees competencies , developingemployees competencies , developing

and enabling organizational culture.and enabling organizational culture.

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Role and significance ofRole and significance of

HRDHRD Hence role and significance of HRD inHence role and significance of HRD inan organization can be appreciatedan organization can be appreciated

when we consider the fast changingwhen we consider the fast changing

environment coupled with technologicalenvironment coupled with technologicalchange and intensified competition.change and intensified competition.

This has necessitated the need forThis has necessitated the need for

renewal of employees capabilities.renewal of employees capabilities.

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The role and significance of HRD canThe role and significance of HRD can

further be appreciated when we considerfurther be appreciated when we consider

different subdifferent sub--systems of HRD like, PA,systems of HRD like, PA,Career planning, manpower planning,Career planning, manpower planning,

training & development, OD, QWL etc.training & development, OD, QWL etc.

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Important Areas of HRDImportant Areas of HRDHRD department should focus on these areas:HRD department should focus on these areas: Increasing the enabling capabilities.Increasing the enabling capabilities.

Focus on balanced organizational cultureFocus on balanced organizational culture

Focus on learning contextual factors fromFocus on learning contextual factors from

different professional bodies like NIPM,different professional bodies like NIPM,

NHRD etc.NHRD etc.

Focus on periodic reviewing of HRD system.Focus on periodic reviewing of HRD system.

Focus on integrating HRD with otherFocus on integrating HRD with otherfunctions.functions.

Focus on working with unions.Focus on working with unions.

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Principles of HRD systemsPrinciples of HRD systems

HRD systems should help:HRD systems should help:

company to increase enabling capabilities.company to increase enabling capabilities.

individuals to recognize their potential andindividuals to recognize their potential and

contribute their best.contribute their best. Maximize individual autonomy throughMaximize individual autonomy through

increased responsibility.increased responsibility.

Facilitate decentralization throughFacilitate decentralization through

delegation and shared responsibility.delegation and shared responsibility. Facilitate participative decision making.Facilitate participative decision making.

There should be a continuous renewal andThere should be a continuous renewal andreview.review.

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Concept of HRD processConcept of HRD process

Tracing the history:Tracing the history:

Personnel function was derived fromPersonnel function was derived from

introduction of welfare and charitableintroduction of welfare and charitableactivities.activities.

Initially welfare considered as moral duty,Initially welfare considered as moral duty,

later became precondition of industriallater became precondition of industrialefficiency.efficiency.

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The second development sprung fromThe second development sprung from

the employers endeavors to cope up withthe employers endeavors to cope up with

the challenges of Trade union.the challenges of Trade union. The third phase could be attributed to theThe third phase could be attributed to the

development of humanization of work.development of humanization of work.

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Factors which are responsible forFactors which are responsible for

development of this profession in adevelopment of this profession in a

phased manner can be:phased manner can be:

1.1. Technological changesTechnological changes::

They have great bearing upon personnelThey have great bearing upon personnel

functions becausefunctions because

It fundamentally changed the relationshipIt fundamentally changed the relationship

between people and workbetween people and work

It induced a major change in theIt induced a major change in theeconomic system and structure of theeconomic system and structure of the

society.society.

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2.2. Rising competitionRising competition-- domestic anddomestic andinternational:international:

This reduces the profit to the level ofThis reduces the profit to the level ofproduction cost.production cost.

The free movement of technology fromThe free movement of technology fromone country to other does not allow anyone country to other does not allow anyproduction process to monopolize theproduction process to monopolize theparticular technology of their use.particular technology of their use.

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3.3. Rise of consumerismRise of consumerism,, governmentgovernment

protection:protection:

This developed the necessity to maintainThis developed the necessity to maintainquality and price.quality and price.

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4.4. Social changesSocial changes::

They are also taking place at a fast pace.They are also taking place at a fast pace.

Business function is no longer a mereBusiness function is no longer a mere

profit multiplying one.profit multiplying one.

Organization now also owes to theOrganization now also owes to the

society.society.

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5.5. Structural changes in employment:Structural changes in employment:

Changes more oriented towards white collaredChanges more oriented towards white collared

jobs, gradual decline of unskilled jobs.jobs, gradual decline of unskilled jobs. Changes in sector distribution of employmentChanges in sector distribution of employment

(more towards service sectors).(more towards service sectors).

All these bought great challenge to theAll these bought great challenge to the

employees.employees.

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Definition of the processDefinition of the process

ISO 9000 document defined process as ISO 9000 document defined process as

Set of interrelated or interacting activities,Set of interrelated or interacting activities,

which transforms inputs into outputs.which transforms inputs into outputs.

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HRD processesHRD processes

HRD encompasses the following typesHRD encompasses the following types

of processes:of processes:

1.1. Organization management processOrganization management process

2.2. Resource management processResource management process

3.3. Realization processRealization process

4.4. Measurement, analysis andMeasurement, analysis and

improvement processimprovement process

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1.1. Organization management processesOrganization management processes::

It includes strategic planning,It includes strategic planning,

establishment of policies, setting ofestablishment of policies, setting ofobjectives, providing of communication,objectives, providing of communication,

making available resources, provisionmaking available resources, provision

for management reviews.for management reviews.

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2.2. Resource management process:Resource management process:

It includes provisioning of the resourcesIt includes provisioning of the resources

to facilitate management realization andto facilitate management realization andmeasurement of organizational activities.measurement of organizational activities.

3. Realization processes:3. Realization processes:

Includes all those that provide output ofIncludes all those that provide output ofthe organization.the organization.

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4. Measurement, analysis and4. Measurement, analysis andimprovement processes:improvement processes:

These processes measure andThese processes measure and

gather data to track performance andgather data to track performance andimprove organizational effectivenessimprove organizational effectivenessand efficiency.and efficiency.

Thus it include measuring, monitoringThus it include measuring, monitoringand auditing processes, andand auditing processes, andprocesses for corrective andprocesses for corrective andpreventive actions.preventive actions.

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Unit1, HRD