Human Resource Development(HRD)

Meaning and definition of HRD

Human Resource Development is a distinct area of HRM which encompasses a range of practice and process to ensure that a firm’s human resource are equipped with the skills,knowledge,competence,behaviours,attitudes required for effective performance both now and in the future.

According to Nadler__ “Human resource development is series of organised activities conducted within a specified time and designed to produce behavioural change”.

According to Rogers__  “Human resource development is a holistic concept,incorporating intrinsically social,cultural,and spiritual dimensions to build capacity and empower people”.

Features of HRD

1. Planned and systematic Approach: It is a planned and systematic way of developing people. It is a system having several interdependent parts or sub-systems such as procurement,appraisal.development,etc.

2. Continuous Process: HRD is a continuous and dynamic process which believes in the need for continuous development of personnel to face the innumerable challenges in the functioning of an organization.

3. Inter-Disciplinary Concept: HRD is an inter-disciplinary approach. It is an amalgamation of various ideas,concepts,principles and practices drawn from a number of soft sciences such as sociology,psychology,anthropology,economics,etc.

Scope of Human Resource Development

HRM deals with procurement, development, compensation, maintenance and utilization of human resources. HRD deals with efficient utilization of human resources and it is a part of HRM.

  1. Recruitment and selection of employees for meeting the present and future requirements of an organization.
  2. Performance appraisal of the employees in order to understand their capabilities and improving them through additional training.
  3. Offering the employees’ performance counselling and performance interviews from the superiors.
  4. Career planning and development programmes for the employees.
  5. Development of employees through succession planning.
  6. Workers’ participation and formation of quality circles.
  7. Employee learning through group dynamics and empowerment.
  8. Learning through job rotation and job enrichment.

Objectives of Human Resource Development

  • Work Opportunity: HRD provides an opportunity and a systematic framework for the development resource in the organisation for full expression of their talents.
  • Development of Traits: HRD is associated with the development of total personality so that these can show and use their talent for the benefit of the organisation.
  • Ability development: HRD makes capable employees. Thus they can develop their capability by which they can do their present job easily.
  • Creative Motivation: HRD manager motivates employees and improve their level of performance.
  • Good Relation: HRD manager stresses the need of coordination which is used for the benefits of himself and for the benefits of those who come in his/their touch.
  • Develop team spirit: HRD manager develops the spirit of teamwork; team work for it is used for the effective cooperation and coordination of each employee which ultimately checks industrial unrest.

HRD Functions

  • Career planning and development,
  • Succession planning,
  •  Performance appraisal,
  • Employee’s participation in management,
  •  Quality circles,
  • Organization change and organization development.