HRD

By : Anubha Maurya WaliaTrainer and Consultant

T r a i n i n g s a n d C o n s u l t a n c y

HUMAN RESOURCES DEVELOPMENT

People make things happen.HRD is the process of enabling people to make things happen. It deals with both process competency of developemnt of people and creation of condition to apply these competencies for their own benefit.Competencies includes knowledge, skills, attitudes and value.

HRD

Trainings & Consultancy

HRD account for overall development process.More we discover about human relationship the most problem of communication at inter, intra personal and regional levels becomes more and more acuteThe march of science and technology makes it more essential to take the best advantage of HR.

HRD – an overview


The emerging literature in the field of HRD indicates mutlifacet meaning. The well known story of 5 blinds and the elephant is recalled to emphasis the fact for interpretation and definition.Economist views HRD from economic angle of capital, assest, labour, skill and wages.Psychologist's perception of HRD border on psychological dimension of attitude, value, perception and intelligence.Sociologist’s view might be the quantum of social relations and value exchange i.e development of society

Overview


Two vital question are involved in the conceptualization of HRD. What constitutes HR and what are HRD strategies?Also, the concept of HRP (human resources planning, HRM (human resource management) and HRA (Human resources accounting) are also considered essential intermediate.Framework of HRD revolves heavily on Manpower planning & employment

Overview


Improvement in manpower is the key to the economic development for growing nations like India which is vast in Human resources.Also, improvement in quality and utilization of personnel has been major factor for growth.We need to look closely employer employee relationship and how to smoothen it.

Building HR strategies for Org growth


Smily and Lank describes conceptual framework of HRD by creating new label HROM‐Human Resources and Organizational Management, subdivided in 3 headsHRM, OP&D, E&IRHRM – Human resource management –includes traditional function of personnel and administration i.e employee data files, job evaluation, benefits, safety security, health, recruitment, selection, staffing, Performance

HRD & Org Planning in organised sector


Appraisal, succession planning, training.OP&D‐Organization Planning and development –Consist of activities related to org as social systems which focus on changing the human infrastructure through intervention eg Planning of organizational structure to strategic imperatives, building org culture & monitoring employee attitudeE&IR – Employee and Industrial Relation – Includes grievance handling, collective bargaining and industrial participation


The main function of HROMStrategy formulation and planning Policy development Monitoring and measuring implementation

HROM


To provide comprehsive framework and methods for development of HR in org.To generate systematic info related to HR for manpower planning, placement, succession planning.To increase capabilities of an org to recruit, retain and motivate talented employeesTo create a climate where each employee can discover, develop and uses there capability to fullest for self and org goal.

OBJECTIVES of HRD


HRD is a process than technique or mechanism, by which employees or org are

helped in continuous planned way to:Acquire and sharpen their capability require to perform various functions associated with their present and future roles.Develop their capability as individual and discover, exploit their own potential for their own benefit and org development.Develop org culture for strong team work, motivation and pride of employees.

HRD


HRD PROCESSInput Output

HR HR Management Manpower forecasting

Planning Recruitment Planningand placement RecruitmentIntroducing HRD SelectionKnowledge development

OPTIMISING RESOURCES Placement

Skills PerformanceAttitude On the Job trainingInterpersonal skill development

UTILISATING OF RESOURCES

Development of existing manpower for future

FEEDBACK


There are five approaches for HRD processQueen Bee ApproachThe Brahmanic ApproachThe Human Input ApproachAutomation Approach The Creativity approach

HRD Approach


Queen Bee = One particular individual utilizes all available facilities resources for his / her own development. This is based on the belief that individual has ability to lead the community and take care of it.The Brahmanic Approach = An elite group of community takes opportunity to utilize the surplus of community for their development. This is evident on all civilization growth.

Approaches


Human Input approach = It is based on the simple equation than all 5Ms when put as an input is directly proportional to the efficiency and quality of output.Automation approach = If innovation and modification are implemented in the system, HRD efforts are simplified and rationalized. Modern machine like computer, CAD, have accelerated decision making process.


The creativity approach = HRD focuses on innovation and creativity to utilize Latent potential. Elton Mayo, Hertzberg, Maslow insisted motivational approach to improve quality and productivity of human behaviour.


Supportive Role –Strengthening operating and executive levelsConsolidating existing strengths

Managerial rolePlanning the future manpower needGetting the best people availableRetaining, motivating people availableUtilising people selectedAssessing people for there contributionJob analysis, evaluation and planning of growth

ROLES AND FUNCTION of HRD


Role of System development & researchProcess Role –Creating necessary culture and values in organizationDiagnoseIntervention

HRP – analytical role of HRD to study org polices and it is different than manpower planning. The selection of personnel based on future career planning and org development


HRA (accounting)‐HR is also an investment and this assets need to be computed and controlled. HRD takes care of by way of comparison of cost of requirement process, cost of inhouse availablity and hiring from outside.HR Allocation and role planning – to perform a specific task to achieve the objective there must me clarity of responsibility and accountability of an employee.


HR T&D – HRD dept helps org to equip each employee with desired knowledge and skills to perform his or her job effectively in present situation and to develop competencies for future requirement.HRM‐Human resource maintenance binds the employees with org and develop belongingness.The emphasis of human value in management has helped to develop woth ethics and respect to the self esteem.


INPUTHRRole DescriptionOrg StructureCost input

ROLE OF HRD IN OD

PROCESSRole clarificationWidening PerceptionT&D processGroup Dynamics

OUTPUTPerceptionMoral ImprovementRise in self esteemImproved productivityHarmonious work


People make things happen.HRD is the process of enabling people to make things happen. It deals with both process competency of development of people and creation of condition to apply these competencies for their own benefit.Competencies includes knowledge, skills, attitudes and value.

HRD


Write to Anubha at : [email protected] : A 419 Sarita

Vihar

New Delhi ‐110076Phone: 9818446562

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Date post:	14-Dec-2014
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HRD

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