HRD-SJ Human resource development .pptx

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1. HUMAN RESOURCE DEVELOPMENT INTRODUCTION Development of human resources is essential for any organisation that would like to be dynamic and growth-oriented. Unlike other resources, human resources have rather unlimited potential capabilities. The potential can be used only by creating a climate that can continuously identify, bring to surface, nurture and use the capabilities of people. Human Resource Development (HRD) system aims at creating such a climate. A number of HRD techniques have been developed in recent years to perform the above task based on certain principles. 3/1/2025 SUVEER JAIN, SDMC UJIRE 1

2. 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. 3/1/2025 SUVEER JAIN, SDMC UJIRE 2

3. DEFINITIONS According to Leonard Nadler, "Human resource development is a series of organised activities, conducted within a specialised time and designed to produce behavioural changes." According to M.M. Khan, "Human resource development is the across of increasing knowledge, capabilities and positive work attitudes of all people working at all levels in a business undertaking." 3/1/2025 SUVEER JAIN, SDMC UJIRE 3

4. Prof. T.V. Rao , "HRD is a process by which the employees of an organisation are helped in a continuous and planned way to acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; (ii) develop their general capabilities as individual and discover and exploit their own inner potential for their own and /or organisational development purposes; (iii) develop an organisational culture in which superior-subordinate relationship, team work and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees." . 3/1/2025 SUVEER JAIN, SDMC UJIRE 4

5. “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) 3/1/2025 SUVEER JAIN, SDMC UJIRE 5

6. Features: The essential features of human resource development can be listed as follows: Human resource development is a process in which employees of the organisations are recognized as its human resource . It believes that human resource is most valuable asset of the organisation. It stresses on development of human resources of the organisation. It helps the employees of the organisation to develop their general capabilities in relation to their present jobs and expected future role. It emphasise on the development and best utilization of the capabilities of individuals in the interest of the employees and organisation. It helps is establishing/developing better inter-personal relations. It stresses on developing relationship based on help, trust and confidence. 3/1/2025 SUVEER JAIN, SDMC UJIRE 6

7. It promotes team spirit among employees. It tries to develop competencies at the organisation level. It stresses on providing healthy climate for development in the organisation. HRD is a system. It has several sub-systems. All these sub-systems are inter-related and interwoven. It stresses on collaboration among all the sub-systems. It aims to develop an organisational culture in which there is good senior-subordinate relations, motivation, quality and sense of belonging. It tries to develop competence at individual, inter-personal, group and organisational level to meet organisational goal. It is an inter-disciplinary concept. It is based on the concepts, ideas and principles of sociology, psychology, economics etc. It form on employee welfare and quality of work life . It tries to examine/identify employee needs and meeting them to the best possible extent. It is a continuous and systematic learning process. Development is a life long process, which never ends. 3/1/2025 SUVEER JAIN, SDMC UJIRE 7

8. Benefits of Human Resource Development Human resource development now a days is considered as the key to higher productivity, better relations and greater profitability for any organisation. Appropriate HRD provides unlimited benefits to the concerned organisation. Some of the important benefits are being given here: HRD (Human Resource Development) makes people more competent . HRD develops new skill, knowledge and attitude of the people in the concern organisations. With appropriate HRD programme, people become more committed to their jobs. People are assessed on the basis of their performance by having a acceptable performance appraisal system. An environment of trust and respect can be created with the help of human resource development. Acceptability toward change can be created with the help of HRD. Employees found themselves better equipped with problem-solving capabilities. 3/1/2025 SUVEER JAIN, SDMC UJIRE 8

9. It improves the all round growth of the employees. HRD also improves team spirit in the organisation. They become more open in their behaviour. Thus, new values can be generated. It also helps to create the efficiency culture In the organisation. It leads to greater organisational effectiveness. Resources are properly utilised and goals are achieved in a better way. It improves the participation of worker in the organisation. This improve the role of worker and workers feel a sense of pride and achievement while performing their jobs. It also helps to collect useful and objective data on employees programmes and policies which further facilitate better human resource planning. Hence, it can be concluded that HRD provides a lot of benefits in every organisation. So, the importance of concept of HRD should be recognised and given a place of eminence, to face the present and future challenges in the organisation. 3/1/2025 SUVEER JAIN, SDMC UJIRE 9

10. 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. 3/1/2025 SUVEER JAIN, SDMC UJIRE 10

11. 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 20 th century, it was felt in India. Since then to the present era. The development of HRM may be classified as follows: 3/1/2025 SUVEER JAIN, SDMC UJIRE 11

12. 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 12

13. Development Of HRM In India: 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 commission of labor, ‘Jobber’ system was abolished. After independence, the Factories Act,1948 laid down provisions for Labor Officers, Labor welfare, safety and regulation of working conditions. 3/1/2025 SUVEER JAIN, SDMC UJIRE 13

14. 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 1 st Five year plan (1956-61), which accelerated public sector undertakings gave thrust to personnel management and HRD practices. 3/1/2025 SUVEER JAIN, SDMC UJIRE 14

15. 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. 3/1/2025 SUVEER JAIN, SDMC UJIRE 15

16. It is against such a shift in managing people in the 1990s, a new approach has emerged as human 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 resources. 3/1/2025 SUVEER JAIN, SDMC UJIRE 16

17. 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 Prof.T.V.Rao . 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. 3/1/2025 SUVEER JAIN, SDMC UJIRE 17

18. Further the first HRD workshop was held at IIM-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. 3/1/2025 SUVEER JAIN, SDMC UJIRE 18

19. Critical HRD Issues Strategic management and HRD The supervisor’s role in HRD Organizational structure of HRD 3/1/2025 SUVEER JAIN, SDMC UJIRE 19

20. 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 20

21. 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 participant” in HRD 3/1/2025 SUVEER JAIN, SDMC UJIRE 21

22. 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 22

23. HRD Functions Training and development (T&D) Organizational development Career development 3/1/2025 SUVEER JAIN, SDMC UJIRE 23

24. Training and Development (T&D) 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 24

25. Training and Development (T&D) Development – preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development 3/1/2025 SUVEER JAIN, SDMC UJIRE 25

26. 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 26

27. 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 3/1/2025 SUVEER JAIN, SDMC UJIRE 27

28. HRD is a structured process aimed at developing employees' skills, knowledge, and abilities to meet organizational and personal goals. Importance: o Improves employee productivity o Enhances job satisfaction o Supports organizational growth 3/1/2025 SUVEER JAIN, SDMC UJIRE 28

29. Objectives of HRD • Develop employees' competencies • Foster a culture of learning and development • Improve employee engagement and retention • Align workforce capabilities with business goals • Support leadership and career development ________________________________________ 3/1/2025 SUVEER JAIN, SDMC UJIRE 29

30. Key Functions of HRD Overview of HRD Functions HRD plays a crucial role in workforce development through: 1. Training & Development 2. Performance Management 3. Career Planning & Succession Planning 4. Organizational Development 5. Employee Engagement & Well-being 3/1/2025 SUVEER JAIN, SDMC UJIRE 30

31. Training & Development Purpose: Enhancing employee skills to meet current and future job requirements Types of Training: o Onboarding & Orientation o Technical & Soft Skills Training o Leadership Development o Compliance & Safety Training Methods: o Classroom Training o E-learning & Webinars o On-the-Job Training o Mentoring & Coaching 3/1/2025 SUVEER JAIN, SDMC UJIRE 31

32. Performance Management Definition: Continuous process of assessing and improving employee performance Components: o Goal Setting (SMART Goals) o Performance Appraisals o Feedback & Coaching o Performance Improvement Plans (PIP) Benefits: o Aligns individual performance with business objectives o Identifies skill gaps and training needs 3/1/2025 SUVEER JAIN, SDMC UJIRE 32

33. Career & Succession Planning Career Development: o Helps employees identify growth opportunities o Encourages continuous learning Succession Planning: o Prepares future leaders o Ensures business continuity Tools & Techniques: o Career Pathing o Job Rotation & Cross-training o Leadership Development Programs 3/1/2025 SUVEER JAIN, SDMC UJIRE 33

34. Organizational Development (OD) What is OD? o A systematic approach to improving an organization’s effectiveness HRD’s Role in OD: o Change Management o Culture Development o Process Improvement o Innovation & Digital Transformation 3/1/2025 SUVEER JAIN, SDMC UJIRE 34

35. Employee Engagement & Well-being Importance of Employee Engagement: o Higher productivity o Reduced turnover o Increased job satisfaction HRD Initiatives for Engagement: o Employee Recognition Programs o Work-Life Balance Initiatives o Health & Wellness Programs o Team-building Activities 3/1/2025 SUVEER JAIN, SDMC UJIRE 35

36. HRD’s Impact on Business Success How HRD Contributes to Business Growth • Builds a skilled and competent workforce • Improves employee morale and reduces attrition • Enhances organizational adaptability to change • Strengthens employer branding 3/1/2025 SUVEER JAIN, SDMC UJIRE 36

37. Challenges in HRD: • Adapting to technological changes • Managing diverse workforce needs • Measuring the impact of HRD programs • Budget constraints for training & development 3/1/2025 SUVEER JAIN, SDMC UJIRE 37

38. Future Trends in HRD • AI & Automation in Learning & Development • Personalized Employee Training Paths • Data-driven HR Strategies • Remote Work & Virtual Training Expansion 3/1/2025 SUVEER JAIN, SDMC UJIRE 38

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