human resource development

Human resource development- concepts, benefits, hrd climaate, hrd difference

1. HUMAN RESOURCE DEVELOPMENT

2. THE CONCEPT OF HUMAN RESOURCE DEVELOPMENT Human resource development may be defined as a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in a systematic and planned way.

3. OBJECTIVES Develop the constructive mind and overall personality of each employee. Develop each individuals capabilities to perform the present job well and to handle future likely roles. Develop and maintain a high level of motivation among the employees. Strengthen superior-subordinate relationships. Develop the sense of team sprit, team work and inter-team collaboration. Develop the organisational health, culture and climate .

4. BENEFITS OF HRD It helps in the integrated growth of its employees. It helps employees to know their strengths and weakness and thus enable them to improve their performance and that of the organisation. It generates valid data about employees for personnel functions like training, placement, selection, promotion etc. It insists on the provision of feedback and guidance to the employees by the superior for the improvement of their performance It leads to greater organisational effectiveness.

5. CRITICAL FUNCTIONS OF HRD Planning for future manpower needs Attracting and recruiting the best people available Utilising the people selected by eliciting their best performance Identify the training needs and imparting training Competency mapping and organisational development activities Conducting sessions and workshops Developing an ethos of cooperation and teamwork toward the achievement of organisational goals and shared values

6. HRD CLIMATE HRD Climate is an integral part of general organisational climate. HRD climate may be defined as perceptions the employee have of the developmental environment of an organisation HRD climate contributes to the organisations overall health and self-renewing capabilities which, in turn, increase the enabling capabilities of individual, teams and the entire organisation.

7. Difference between HRM and HRD

8. HRD and HRM are both practices that deal with human resources of a company. Usually in large organizations, there exists entire departments dedicated to HRM where trained professionals work together solely towards the amelioration of this aspect, dealing with both HRD and HRM functions. • HRD deals with functions such as performance development and management, training, career development, mentoring, coaching, succession planning, tuition assistance, key employee identification, etc. HRM deals with functions such as employee training, recruitment, performance appraisals as well as duly rewarding the employees. • HRD is a part of HRM. HRM deals with all HR initiatives while HRD only deals with the development factor. • HRM functions are more formal than of HRD functions.

9. Human resource management Human resource development HRM deals with all aspects of the human resources function HRD only deals with the development part. HRM is concerned with recruitment, rewards among others HRD is concerned with employee skills development. HRM functions are mostly  formal   HRD functions can be  informal  like mentorship. HRM is a routine and administrative process HRD is continuous process