HRD: Concept

Human Resource Development is a positive concept.

It is based on the belief that an investment in human beings is necessary and will invariably bring in substantial benefits to the organization.

It aims at overall development of the human resource in order to contribute to the well being of the individual, organization and the society at large.

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Concept of HRD

It is rooted in the belief that human beings have the potential to do better.

It places a premium on the dignity and tremendous latent energy of people.

Where balance sheets show people on the debit side, HRD seeks to show them as assets on the credit side.

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Concept of HRD

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HRD Macro & Micro perspective

Macro

Micro

HRD at the macro level is concerned with the development of people for the nation’s well being. 

HRD at micro level talks of the organizations’ manpower, planning, selection, training, performance appraisal, development, potential appraisal, compensation, organizational development etc.

• People can do better; they can do wonders.• Involve them, trust them, empower them.• Focus on their strengths & help them

overcome their weaknesses.• Integrate the needs & aspirations of

individuals into the strategic goals of the organization for better results.

• Encourage individual initiative.

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HRD – the philososphy

Employees are valued assets – support and manage them

Strategy is important formulate it meticulously

Culture is imperative – consider it with right spirit

Commitment is more than effective than compliance

Line supervision performs a key role remember it

HRD – the philososphy

• The commodity concept – labour to be bought and sold, wages based on demand and supply, no governmental protection to the labour

• The factor of production concept – like money, material, land etc. Workers are like tools.

• The goodwill concept – welfare measures like safety, lunchroom, first-aid etc. introduced

• Paternalism – management assumes fatherly responsibilities & protective attitude

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Evolution of the Concept of HRD

• Humanitarian concept – physical, social and psychological needs of the workers are met

• The human resource concept – most valuable assets; conscious effort by the organization for their needs and aspirations to be satisfied

• The emerging concept – employees must be accepted as partners (decision-making, empowerment); must be provided opportunities for growth & self-fulfillment

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Evolution of the Concept of HRD

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PERSONNEL FUNCTION HRD FUNCTION

1) Maintenance oriented2) An independent function with independent sub functions3) Reactive functions responding to events as and when they take place.4) Exclusive responsibility of personnel department5) Emphasis is put on monetary rewards6) Improved performance is the result of improved satisfaction and morale7) Tries to improve the efficiency of people and administration.

1) Development oriented2) Consists of inter dependent parts.3) Proactive function, trying to anticipate and get ready with appropriate responses.4) Responsibility of all managers in the organization.5) Emphasis is on higher order needs such as – how to design jobs with stretch pull and challenge how to improve creativity ad problem solving skills, how to empower people in all respects etc.6) Better use of human resources leads to improved satisfaction and morale.7) It tires to develop the organization and its culture as a whole.

Orientation

Structure

Philosophy

Responsibility

motivatorsOutcomesAIMS

HRD aims at developing:1. The capabilities of each employee as an

individual2. The capabilities of each individual in

relation to his or her present role3. The capabilities of each employee in

relation to his or her expected future role(s)4. The dyadic relationship between each

employee and his employer

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Objectives of HRD

5. The team spirit and functioning in every unit

6. Collaboration among different units of the organization

7. The organization's overall health and self-renewing capabilities

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continued…

HRD is a system with

several interdepende

nt partsIt is a planned, systematic and continuous process of

development.

It involves development of competencies at 4 levels – individual, interpersonal, group and organizational

levels.

HRD is an interdisciplinary

concept.

HRD improves quality of

life

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Characteristics of HRD It is a process by which the employees of an organization are helped to help themselves.

HRD is a system with several interdependent parts (procurement, appraisal, development).

It is a planned, systematic and continuous process of development. It involves development of competencies at 4 levels – individual, interpersonal,

group and organizational levels. HRD is an interdisciplinary concept, borrowing ideas, principles, concepts and

practices from psychology, anthropology, political science, sociology, economics etc.

HRD improves quality of life by not only giving the employees meaningful and challenging work but also by implementing various employee welfare policies

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Characteristics of HRD

HRD subsytems and HRD instruments are tools used to spread the spread the HRD efforts into the organization

HRD Mechanisms

• Performance appraisal• Potential appraisal• Review discussions • Feedback and counseling sessions • Training & development• Organization development• Career planning• Rewards• Employee welfare & quality of work life• Human resource information system

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HRD as a Total System

• Evaluating performance

• Performance targets are set.

• Actual performance is measured objectively and accurately.

• Picture of current and past performance through appropriate methods

• Evaluating potential• Latent talents are

explored.• Assessment of future

roles that can be assigned

• Picture of abilities to assume challenging responsibilities through appropriate methods

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Performance & Potential Appraisal

• Training is a learning experience designed for permanent change in individual that will improve his abilities.

• Development is a future-oriented training process focusing on the personal growth of the employee.

• OD is a planned change effort on an entire org or on a large subsystem.

• Change agent is usually a third party well versed in behavioral sciences.

• The change agent studies the psychological climate before charting a course of action.

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T & D and OD

• A career is a sequence of positions held by a person in the course of a lifetime.

• CP does not guarantee success but without it employees are rarely able to encash various opportunities that come their way.

• Intrinsic rewards come from the job itself such as feeling of pride and achievement.

• Extrinsic rewards are pay, promotions, increments and benefits.

• Rewards should have external, internal and individual parity.

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Career Planning & Rewards

Review discussions◦ Informal process◦ Discuss performance

at intervals ◦ Lesser than one year

Feedback◦ Superior observe/

identify/provide feedback to juniors on those areas which are unidentified by the candidate himself

Review discussions & feedback

CommunicationCommunicate routine , procedural and job related information Organizational communication includes management control and directives , sharing of achievements , percolation of policy and objectives , steps on problem solving , employee involvement

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For lower level employees who perform monotonous tasks

Nurture and nourish them ◦ Medical insurance ◦ Disability insurance◦ Post retirement benefits ◦ Children's education ◦ Holidays ◦ vacations

Degree to which members of a work organization are able to satisfy personal needs ◦ Adequate and fair

compensation ◦ Safe and healthy working

conditions◦ Opportunity to use and

develop human capacities ◦ Opportunity for career

growth ◦ Social integration◦ Social relavance

Employee welfare QWL

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Training and development play a significant role in achieving a company’s strategic goals.

Training is crucial to bring about change and the operation of a world-class organization.

Recognition of cultural differences and different work practices and approaches is important.

Training and development programs must be monitored to respond to changing needs.

Training and development must be differentiated.

What We Need to Know About Training and Development for the 21st Century

Human Resource Development: Relation to Other HRM Functions

Work/JobAnalysis

Human ResourceDevelopment

Activities

StaffingProcess

OrganizationalChange

OrganizationalDesign

PerformanceManagement

Systems

HRD Responsibilities Within an Organization

EmployeeResponsibilities

HRD Responsibilities

SupervisorResponsibilities

Consistency can be created, since the same training materials can be viewed by an employee at different times and locations

Interactivity can be created through discussion groups, comprehension tests, and two-way communication tools

Training materials can be kept current at a central location where updating of publications and training materials is done

User-friendly interfaces, with point-and-click navigation, can be developed

Advantages of Developing Intranet Training Programs

Types of Instructional Interventions

Classroom Training- Lectures- Role-plays- Case methods- Vestibule training

Learning Technologies- Programmed

instruction- In-basket exercises- Business games- Intranet- IVI

Learning on the Job - Structured OJT

-Apprenticeship -Job Rotation

Proactively manage job rotation as a component of the overall HRD system

Outline the specific skills that are expected to be developed in a job-rotation system

Link rotation with the career development planning process so that employees know the developmental needs addressed by each job assignment

Ensure breadth of job rotation by opening opportunities to all groups of employees, not just managerial and professional groups

Recommendations to Increase the Effectiveness of Job Rotation

Measures of knowledge or skill, obtained through tests or other standardized measures

On-the-job behaviour and performance measures, such as individual production rates, error rates, customer complaints

Organizational measures, such as profitability, production costs, and scrap rates

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Sources of Data to EvaluateHRD Programs