7/28/2019 947827_634378622447653750

1/14

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

By: VINAY SHARMA

FACULTY IN BHADERWAH CAMPUS

UNIVERSITY OF JAMMU

7/28/2019 947827_634378622447653750

2/14

Human Resource Development

HRD: A set of systematic & planned activities designed byan organization to provide its members with necessary

skills to meet the current & future job demands.

HRD is a process by which employees of an organization are

helped in a continuous & planned way to: Acquire & Sharpen their competencies(knowledge, attitude , values &

skills) required to perform current or expected future roles.

Discover & exploit their inner potential.

Bring about an integration of individual & organizational goal.

Develop an organizational culture of trust, openness, team work &

collaboration.

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

3/14

Human Resource Development

The concept of HRD:

1. HRD treats the persons working in an organization as the most

valued assets & recognize the need to invest time & efforts to

develop them.

2. Human beings should not be treated as natural resources as they

have their own needs , values & other characterstics.

3. HRD performs three functions:

1. Training & Development

I. Training: improving knowledge, skills & attitude forshort

term or specific job or tasks.

II. Development: preparing for future responsibilities, while

increasing the capacity to perform at a current job .

2. Organizational Development(Change at micro and macro levels)

3. Career Development.4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

4/14

Need for HRD

New HRD departments or strengthening of existing HRD

function is necessary due to the following reasons:

1. To support the structural & Strategic changes made by organization

to promote its growth & expansion.

2. Recognition of importance of HRD & its implementation by the top

management.

3. To prepare employees to respond to increasing problems faced by

the organization both internally & externally.

4. HRD is needed to bring about system-wide changes

5. HRD is needed to develop a proper climate in the

organisation

6. A mechanism for continuous organisational and individual renewal.

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

5/14

Need for HRD

7. Implementing a new policy

8. Implementing a strategy

9. Effecting organisational change

10.Changing an organisations culture11.Meeting changes in the external environment

12.Solving particular problems

13.Technological change creates requirements fortraining and development

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

6/14

GOALS OF HRD

1. To enable the capability of each employee as an individiual in

relation to his present & future role.

2. To develop the dyadic relationship between each employee &

his/her superior.

3. Integration of people development with the organizational

development.

4. To develop team spirit in people working in an organization.

5. To develop the human resources philosophy for the entire

organisation & get the top management committed to it openly.

6. To develop cooperation & Collaboration among different units of

the organisation.

7. Maximization of learning opportunities of individuals in an

organisation

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

7/14

8. To maintain the overall health of an organisation.

9. Balancing of change & adaption.

10. HRD is needed to develop competencies.

11. Create environment for the trainees conducive to their character

building.

12. Promote a culture of creativity, innovation, human development,

respect and dignity.

13. Provide opportunity for development of different level of

employees

14. need based training programs

15. Prepare newly inducted staff to perform their work with high level

of competency and excellence.

GOALS OF HRD

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

8/14

Challenges for HRD

Changing workforce demographics.

Competing in global economy.

Eliminating the skills gap.

Need for lifelong learning. Need for organizational learning.

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

9/14

HRD Process Model

HRD process should use the followingfour phases:

1. Need Assessment

2. Design

3. Implementation &

4. Evaluation

4/8/2011 VINAY SHARMA,FACULTY IN MBA,BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

10/14

HRD Process Model

4/8/2011

VINAY SHARMA,FACULTY IN MBA,

BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

11/14

HRD Subsystem & Interventions

HRD subsystems or HRD interventions/instruments are the tools ,

which are used to spread the HRD efforts in an organisation.

Some of the mechanisms are as:

1. Role Analysis

2. Performance appraisal

3. Potential assessment4. Career planning

5. Review discussions

6. Training & Development

7. Communication

8. Job Enrichment

9. Job Enlargement

10. Reward

11. OD

12. Quality of Work life4/8/2011VINAY SHARMA,FACULTY IN MBA,

BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

12/14

HRD Subsystem & Interventions

12. Grievance Mechanism

13. Human Relations approach

14. Workers Participation etc.

Various HRD methods when properly

designed & implemented, generate a number of HRD processes

which in turn make people more competent and the organization

more effective.

For example:

Role analysis indicates the key functions associated with each role

& key competencies required to perform the job.

Job rotation develops the general management skills and empathy

& understanding towards other job roles.

4/8/2011

VINAY SHARMA,FACULTY IN MBA,

BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

13/14

HRD outcomes

Following are the various outcomes of HRD:

1. Training makes people more competent.(skills , knowledge &

attitude)

2. Greater clarity of norms & standards.

3. More Commitment towards the job.

4. Great trust & respect for each other.

5. Greater collaboration & team spirit which results into synergy effect.

6. Problem solving capabilities: People get equipped with problem-

solving capabilities.

7. Lot of Useful & objective data on employees are generated which

facilitate human resource planning.

8. Participation develops in workers a sense of achievement,

belongingness & pride for work.4/8/2011

VINAY SHARMA,FACULTY IN MBA,

BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU

7/28/2019 947827_634378622447653750

14/14

4/8/2011

VINAY SHARMA,FACULTY IN MBA,

BHADERWAH CAMPUS ,UNIVERSITY OF

JAMMU