Overview of Human Resource Development, Slides of Social Work

Download Overview of Human Resource Development and more Slides Social Work in PDF only on Docsity!

Human Resource Development

(HRD)

Concept of HRD

• (^) Meaning
• (^) Definitions
• (^) Features
• (^) Scope
• (^) Functions

Meaning of HRD..

• (^) Human Resource Development (HRD) is a positive concept as an area of

managing human resources. It is based on the belief that it is imperative and

constructive for an organization to invest in human beings to bring substantial

benefits in the long run.

• (^) Human Resource Development (HRD) is the framework for helping employees

to develop their personal and organizational skills, knowledge and abilities.

• (^) HRD is a set of systematic and planned activities designed by an organization

or HR department to provide its members with the necessary skills to meet

current and future job demands.

Definitions of HRD

• (^) According to South Pacific Commission ‘human resource development is

equipping people with relevant skills to have a healthy and satisfying life’.

• (^) According to Watkins, ‘human resource development is fostering long-term

work related learning capacity at individual, group and organizational level’.

• (^) The American Society for Training and Development defines HRD as follows:

‘human resource development is the process of increasing the capacity of

the human resource through development. It is thus the process of adding

value to individuals, teams or an organization as a human system’.

Features of HRD

HRD

Systematic approach Continuous process Multi-disciplinary subject HRD is Pervasive Based on Techniques

Features of HRD

1. HRD is a Systematic approach: HRD is a systematic and planned approach through

which the efficiency of employees is improved. The future goals and objectives are

set by the entire organization, which are well planned at individual and organizational

levels.

2. HRD is a Continuous process: HRD is a continuous process for the development of all

types of skills of employees such as technical, managerial, behavioural, and

conceptual. Till the retirement of an employee sharpening of all these skills is required.

3. Multi-disciplinary subject: HRD is a Multi-disciplinary subject which draws inputs

from behavioural science, engineering, commerce, management, economics,

medicine, etc.

Scope of HRD:

• (^) Human resource management (HRM) deals with procurement, development, compensation, maintenance and utilization of human resources. HRD deals with efficient utilization of human resources.

Scope of HRD Recruitment and selection of employees Performance appraisal Employees’ performance counselling. Career planning and development. Succession planning. Training Employee Wellness

Origin & Evolution of HRD Concept

Concept Description

1. The Commodity Concept Human resource was referred as ‘a commodity. Wages were decided on the basis of demand and supply forces.
2. The Factor of Production Concept Labour was treated as any other factor of production, viz; money, material, land, etc
3. The Goodwill Concept Welfare measures like safety, first aid, lunch room, rest room etc. These measures proved to be a source of boosting up the morale of workers, and enhancing their performance. **4. The Human Resource Concept Employees are the most valuable assets of an organization. There should be a conscious effort to realize organizational goals by satisfying needs and aspirations of employees.
4. The Humanitarian Concept To improve the productivity, physical, social and psychological needs of workers must be fulfilled. The Organization is a social system that has both economic and social dimensions.
5. The Emergence of HRD Employees should be accepted as partners in the progress of a company. They should have a feeling that the organization is their own. There should be opportunities for self-fulfilment in one’s work**

Year Evolution of HRD Concept with Mile Stones 1968 Nadler Introduced the term HRD for the first time in the George Washington University. 1969 The Term used in Maimi at the American Society for Training and Development Conference 1970 Nadler was published a book called Developing Human Resources 1972 The term HRD was introduced for the first time in the State Bank of India 1974 Framed a new integrated system called Human Resource Development (HRD) System by Larsen and Turbo. This was probably the first of its kind in India. 1975 In India human resource development interventions were introduced first time in Larsen and Turbo 1976 1978 Establishment of HRD Departments in the State Bank of India Associates, and Bharat Earth Movers Limited in Bangalore 1980 BHEL Introduced the Concept of HRD 1986 The establishment of a separate Ministry of Human Resource Development (HRD is a logical culmination of the realization of the importance of the human factor in

Need of HRD

1. Growth of organisation: Growth of organisation is associated with the development of its workforce. In changing situation HRD must be viewed as the total system interrelated and interacting with other systems at work: production, finance, and marketing.
2. Development of work culture: The need of HRD is felt as it improves the efficiency of employees, checks monotony at work, better communication, development of mutual cooperation and creativity of all the members comes into limelight.

3. Developing potentialities: The focus of HRD on enabling people to self-actualise through a systematic approach by which their existing talents are further developed.
4. Growth of employees: HRD is associated with growth of employees. It helps employees to know their strengths and weaknesses and enable them to improve their performance. Need of HRD ..

Overview of HRD as a Total system

• (^) The HR function plays an important role in viewing and integrating business opportunities, stimulating employees, developing employee strengths and creating corporate teams that share the company's vision and translate this concern into profit.
• (^) A system, on the other hand, is a particular set of procedures or devices designed to control a process in a predictable way.
• (^) The staffing system of a given organization, for example might include such devices and procedures as application blanks, interviews, reference checks, a six-month probationary period, a procedure for posting job openings with the organization, and procedures for applying for transfer.

Overview of HRD as a Total system

1. Performance Management System
2. Career System
3. Reinforcement System
4. Development System
5. Culture System
6. Self-renewal System