3HUMAN RESOURCE DEVELOPMENT

3HUMAN RESOURCE DEVELOPMENT

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  HRM HUMAN RESOURCE DEVELOPMENT
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  Human Resource Development •Accordingto T.V Rao, "HRD is the process of enabling people to make thing happen. It deals both with the process of competency development in people and creation of conditions to help people apply these competency development in people and the creation of conditions to help people apply these competencies for their own benefit and for that of others."
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  HRD process isfacilitated by mechanisms (instrument or sub-system)like; •Performance appraisal •Training •Organisation Development •Feedback and Counselling •Career Development •Job Rotation •Rewards
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  Why HRD ? •Peopleneed competencies (knowledge, attitude, values and skill) to performance of task requires a higher level or degree of skill. •without continuous development of competencies in people ,an organization is not likely to achieve its goals.
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  HRD is neededby every organization that is interested in • If organization want to Stabilizing • If organization want to Diversifying • If organization want Growth in Business • Renewing itself to become more effective • Improving its system and services • Change and becoming more dynamic • Playing leadership roles
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  Characteristics of HRD •HRD is a system: we must consider HRD as being up several mutually dependent part or subsystem, such as procurement , development and performance appraisal. • chanage in any one subsystem leads to change in other part. .HRD is a planned process: HRD is a planned system of developing people, it is a lifelong process.
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  HRD is neededby every organization that is interested in; • HRD develops competencies at four levels: 1. At individual level are made aware of their roles and what is expected of them, so that they are able to improve their skill and attitudes accordingly. 2. At the dyadic level, stronger employer-employee relationships are developed more trust, mutuality and help. 3. At group, committees or task groups are made more effective by developing collaboration in their inter-group relationship. 4. At organisational level, development of competencies involves the development of self-renewing mechanisms in the organisations which enable it to adjust to change in its environment and to be proactive. • HRD is a continuous process: Organisation can facilitate the process of development by planning for it, by allocating organizational resources for the purpose ,and by creating an HRD philosophy that value human being and promote their development. • The ultimate objective of HRD is to contribute to the professional well being, motivation and pride of employees:
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  Demand of HRDon employees •cooperating with each other •protecting an organisation against disaster •contributing ides for organization improvement •self –education •creating a favourable enviournment for organization
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  Importance for HRD •HRDis needed to develop competencies •HRD is needed to mitigate some of the evil consequences of industrialization •HRD is needed to bring about system-wide change •HRD is needed to develop a proper climate in the organization
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  Following areas seemsto be fundamentals of HRD system • Manpower planning • Recruitment and selection • performance appraisal • performance counselling • potential appraisal and development • feedback and performing coaching • career planning and advancement • Training and development • organization development • Employee welfare and quality of worklife • Human resource information