HUMAN RESOURCE DEVELOPMENT

Sub Systems of HRD PERFORMANCE SYSTEM:

Performance AppraisalPotential AppraisalFeedback Counseling

DEVELOPMENT SYSTEM :

TrainingRole AnalysisCareer PlanningJob rotationQuality circleReward system

CULTURE SYSTEM:

Organization DevelopmentQuality of Working LifeHuman Resource PlanningRecruitment, Selection and Placement

HRM AND HRDHRM

Meaning:

According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.

Sumantra Ghosal considers human resources as human capital. He classifies human capita into three categories-intellectual capitals, social capital and emotional capital. Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity, and learning capacity.

In simple words, HRM is a process of making the efficient and effective use of human resources so that the set goals are achieved.

 HRM as a Process

HRM is a process of four functions :-

Acquisition of human resources :

Development of human resources :

Motivation of human resources :

Maintenance of human resources :

2. Continuous Process

3. Focus on Objectives

4. Universal Application

5. Integrated use of Subsystems

6. Multidisciplinary

7. Develops Team Spirit

8. Develops Staff Potentialities

9. Key Elements for solving problems

10. Long Term Benefits

HRD

The part of human resource management that specifically deals with training and development of the employees.

Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities.

Features of HRD: 1. Systematic approach

2. Continuous process

3. Multi-disciplinary subject

4. All-pervasive

5. Techniques

Scope of HRD:

1. Recruitment and selection of employees for meeting the present and future requirements of an organization.

2. Performance appraisal of the employees in order to understand their capabilities and improving them through additional training.

3. Offering the employees’ performance counseling and performance interviews from the superiors.

4. Career planning and development programs for the employees.

5. Development of employees through succession planning.

6. Workers’ participation and formation of quality circles.

7. Employee learning through group dynamics and empowerment.

8. Learning through job rotation and job enrichment.

9. Learning through social and religious interactions and programs.

10. Development of employees through managerial and behavioral skills.

EMERGING TRENDS IN HRDTalent Management Absconding EmployeesBalanced ScorecardOutsourcingSIX SIGMAHuman Resource Department

Practices in Globalization:

HRD IN IT INDUSTRYRecruitmentPeople developmentTrainingPerformance appraisalWork life balancePay as you performe

HRD IN PUBLIC SECTORSCareer developmentPotential appraisalPerformance reviewsTimely reporting to headsSkill trainingAdvancement only when you

work

GOVERNMENT ORGANIZATIONS

NGO’s