Human Resources Development - Part 1.ppt

Human Resource Development 1

1. HUMAN RESOURCE DEVELOPMENT
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2. Definition of HRD
•Human Resource Development (HRD) is a
structured process
within
an organization designed to continuously improve the skills,
knowledge
and abilities of its employees to enhance individual, group
and
overall organizational effectiveness. 
•It
encompasses employee training, career planning, performance
management,
and organizational development aiming to develop
human
potential and align it with organizational goals. 
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3. Key elements of HRD
•Employee training and development:  Creating
and implementing
learning
experiences to improve employees' current job-related skills and
prepare
them for future roles.
•Career development: Helping
employees plan and manage their career
paths
within the company through opportunities like promotions, job rotation,
and
mentorship.
•Performance management:  Setting
clear performance expectations,
evaluating
employee performance, and providing regular feedback to foster
continuous
improvement.
•Organizational development: Ensuring
the entire organization improves
and
grows by fostering a positive work culture, encouraging teamwork, and
managing
change effectively.
•Succession planning: Identifying
and developing potential future leaders
to
ensure the long-term stability and success of the organization.
 
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4. HRD vs. Human Resource Management (HRM)
While
HRD is a part of Human Resource Management, they differ in
their
primary focus: 
•HRM is
primarily maintenance-oriented and concerned with managing
the
overall workforce through administrative functions like recruitment,
compensation,
and benefits.
•HRD is development-oriented,
focusing on fostering employee growth
and
learning to build a skilled and adaptable workforce for the future. 
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5. Why is HRD important?
•Facilitates learning: The
very purpose of HRD is to enable employees to
acquire
knowledge, learn new concepts and develop their skills. HRD
aims
to enhance the quality of the workforce by creating an environment
that
fosters constant learning.
•Helps employees with their career development: HRD
helps in the
career
development of individuals by matching employee characteristics
with
job requirements. Organizations can achieve their goals by
facilitating
the growth and development of individual employees.
•Improves the overall performance of a business operation: HRD

significantly
improves employee performance. Training programmes
enhance
the capabilities of employees and improve their productivity over
time
and the overall productivity of an organization.
•Facilitates organizational development: HRD
aims to facilitate the
development
of an organization as a whole. Organizations can introduce
positive
changes in work culture, work processes and organizational
structure
to develop and grow their business.
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6. HRD Functions
•Training and Development The
primary role of HRD is to offer
employees
training and development opportunities to improve their skills
and
knowledge. This aspect includes on-the-job training, workshops,
conferences,
and e-learning programs.
•Performance Appraisal HRD
is responsible for evaluating the
performance
of employees, providing feedback, and identifying the training
needs
of employees. This function is crucial in recognizing high performers
and
developing strategies for improvement where necessary.
•Career Planning and Development HRD
works on designing career
paths
for employees, providing them with the necessary tools to improve
and
succeed. This includes mentoring, coaching, succession planning, and
more.
•Organization Development One
of the key functions of HRD is to
facilitate
change and manage the growth and development of the
organization.
HRD personnel work in collaboration with top management to
draft
strategies that align with the company's goals.
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7. •Helps make long-term changes:  The
results of HRD may start
manifesting
only after it becomes a fully functional process in an
organization.
It benefits the employee and the organization for an
extended
period of time.
•Makes it easier to implement change: Introducing
change in the
organization
through HRD can ease apprehension about new policies or
procedures.
Employees can better understand the purpose and benefits
of
the change, which can help them grow accustomed to the innovations
more
smoothly.
•Focuses on employee welfare: An
organization attempts to provide
facilities
that are vital for the physical and mental well-being of
employees.
Companies provide benefits to their employees, like
subsidized
meals, medical insurance policies and retirement plans as
part
of employee welfare initiatives.
•Inculcates team spirit: HRD
creates a conducive environment for
building
team spirit and coordinating among various employee groups
and
departments. Team spirit is necessary for fostering loyalty among
professionals.
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8. HRD Process
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9. Human Resource Development (HRD) process involves assessing

organizational
and employee needs, designing tailored development
programs,
implementing these programs through training and other
methods,
and then evaluating their effectiveness to drive continuous
improvement
and align with organizational goals. 
Key
components of this cycle include training, career development, and
organizational
development, all focused on enhancing employee skills,
knowledge,
and overall organizational performance. 
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10. HRD Process
1) Needs Assessment
•Identify Needs: The
process begins by identifying both current and
future
skill and competency gaps within the organization and among its
employees. 
•Define Objectives: Based
on these needs, specific, measurable
objectives
for development programs are established. 
2) Design
•Program Development: Develop
training materials, select trainers,
and
choose appropriate learning methods (e.g., coaching, job rotation). 
•Resource Planning: Secure
necessary resources and schedule the
programs,
considering factors like cost and organizational readiness. 
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11. 3) Implementation
•Delivery: The
designed training programs and development initiatives are
delivered
to employees. 
•Support Systems: This
phase also involves putting support mechanisms
in
place, such as performance appraisals, feedback, and career planning. 
4) Evaluation
•Measure Effectiveness: Evaluate
the impact and success of the HRD
programs
against the established objectives. 
•Feedback and Analysis: Collect
feedback, analyze the results, and use
this
information to refine future needs assessment and program design. 
•This
cycle is ongoing, with each phase informing the next to foster a culture
of
continuous learning, growth, and improved organizational effectiveness. 
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12. Planning and organizing an HRD system
Planning and organizing an HRD system  involves
a continuous
cycle
of assessing needs, designing initiatives, implementing
programs,
and evaluating effectiveness to ensure the workforce can
meet
organizational goals.
•This
process requires aligning HR activities with strategic objectives,
forecasting
workforce requirements, developing employee skills
through
training and development, managing performance, and
fostering
engagement to achieve optimal human resource utilization
and
organizational success. 
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13. Key Steps in Planning & Organizing the HRD System
1) Assessment & Planning
•Analyze Organizational Objectives: Understand
the overall
business
goals to align HR strategies with them.
•Audit Existing Workforce: Inventory
the current skills, knowledge,
and
competencies of the existing employees.
•Forecast Future Needs: Predict
future workforce requirements by
forecasting
labor demand and supply.
•Identify Gaps: Perform
a gap analysis to identify skill and
knowledge
deficiencies between current and required
competencies.
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14. 2) Design & Implementation
•Set Clear Objectives: Define
specific, measurable goals for HRD
initiatives
that support organizational goals.
•Develop HRD Strategies: Create
plans and programs for learning
and
development, such as training workshops, seminars, and on-
the-job
programs, to address identified gaps.
•Strategic Staffing: Develop
strategies for recruiting, retaining, and
developing
employees to fill key roles.
•Implement Programs: Execute
the designed HRD programs,
ensuring
appropriate delivery methods and a supportive learning
environment.
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15. 3) Evaluation & Continuous Improvement
•Monitor Effectiveness: Continuously
monitor and evaluate the
impact
of HRD programs using feedback, performance
indicators,
and other data.
•Provide Feedback & Analysis: Analyze
the data collected to
understand
what worked well and what can be improved.
•Integrate Performance Management:  Link
HRD efforts to
performance
management systems to measure and improve
employee
performance.
•Adapt & Evolve: Periodically
review and modify HRD plans to
adapt
to changing organizational demands and market
conditions. 
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16. HRD Outcomes
HRD (Human Resource Development) Outcomes are
the results
and
impacts of HRD processes, leading to more competent, satisfied,
and
committed employees who contribute to organizational
effectiveness,
improved productivity, better work culture, and stronger
long-term
sustainability through aligned individual and organizational
goals. 
Key
outcomes include enhanced skills, increased motivation and
morale,
fostered teamwork, improved performance, better employee
retention,
and stronger leadership pipelines.  
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17. Outcomes for Individuals
•Increased Competence and Skills: Employees
acquire new skills
and
knowledge, improving their ability to perform current and future job
requirements. 
•Higher Job Satisfaction: A
positive HRD climate leads to more
satisfied
and motivated employees. 
•Career Development: HRD
helps employees develop their potential
and
advance their careers. 
•Greater Commitment: Employees
become more committed to their
roles
and the organization. 
•Improved Attitude and Morale: HRD
efforts boost individual attitudes
and
overall morale. 
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18. Outcomes for the Organization
1) Enhanced Productivity and Performance: 
•Improved
employee capabilities translate directly to higher
organizational
productivity. 
2) Organizational Development: 
•HRD
processes drive positive changes in work culture, processes, and
structure,
contributing to overall progress. 
3) Better Resource Utilization: 
•HRD
ensures that human resources are effectively utilized and their
potential
is harnessed. 
4) Stronger Work Culture: 
•Fostering
teamwork, collaboration, and positive interpersonal
relationships
creates a harmonious work environment. 
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19. 5) Succession Planning
Identifying
and nurturing future leaders ensures continuity and smooth
transitions
within the organization.
 
6) Increased Effectiveness: 
•Organizations
with well-developed human resources are more effective in
achieving
their goals. 
7) Alignment of Goals: 
•Individual
employee goals are better aligned with the overarching performance
and
objectives of the organization. 
8) Improved
 Organizational Health:
•A
focus on competence, satisfaction, and teamwork leads to better
organizational
health and sustainability.
 
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20. Role of Line Managers in HRD
Line managers are
crucial in Human Resource Development (HRD)
as
they bridge the gap between the HR department and employees,
implementing
HR policies and processes, overseeing daily tasks, and
focusing
on employee development.
Their
key HRD roles include identifying employee training needs,
providing
coaching and feedback, managing performance, motivating
staff,
ensuring compliance, and fostering a positive team environment
to
achieve organizational goals. 
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21. Key Responsibilities of Line Managers in HRD
1) Identifying and Fulfilling Training Needs: Line
managers assess
the
skills and knowledge gaps within their teams and recommend
relevant
training and development opportunities to the HR department. 
2) Performance Management and Feedback: They
set performance
objectives,
conduct appraisals, offer regular feedback and coaching,
and
identify areas for improvement to enhance employee performance. 
3) Employee Development: Line
managers act as coaches and
mentors,
guiding their team members in developing their skills and
careers,
which contributes to overall organizational development. 
4) Implementing Policies and Processes: They
are responsible for
translating
HR policies and procedures into daily practice within their
teams,
ensuring compliance and alignment with business objectives. 
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22. 5) Motivation and Engagement: Line
managers play a significant role in
fostering
employee engagement, motivation, and well-being, which are
essential
for productivity and a positive work environment.
 
6) Goal Setting and Communication: They
communicate organizational
goals
to their teams, set departmental objectives, and ensure that tasks are
aligned
with overall strategy. 
7) Resource Management: Line
managers manage the resources under
their
control, including staff time and finances, to ensure the efficient
achievement
of team and departmental goals. 
8) Talent Acquisition Support: In
some contexts, line managers are
involved
in the recruitment process, providing input on hiring decisions and
ensuring
the right talent is brought into the organization.
 
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