Presentation on

HRD Concept Objective and

Importance

Presented By:
Kashish Gupta
Purva Sharma
Shikha Bansal
Contents:
• Introduction
• Definition of HRD
• Importance of HRD
• Objective of HRD
• Techniques /methods of HRD
• Challenges of HRD
• Differentiate with HRM
Introduction
• Human Resource Development
(HRD) is the framework for
helping employees to develop
their personal and
organizational skills ,
knowledge and abilities.

• Human Resource Development

is the part of human resource
management that deals with
training and development of the
employees in the organization.
Definition Of HRD
Acc . To T.V Rao , “HRD is a continuous planned
process by which employee are helped to-

a) Acquire or sharpen capabilities required to perform various

functions associated with their present or expected future roles;

b) Develop their general capabilities as individuals and discover and

exploit their own inner potentials for their own or organization
development purposes and

c) Develop an organization culture in which supervisor – subordinate

relationships, teamwork and collaboration among sub units are
strong and contribute to the professional well-being, motivation and
pride of employees.
Importance Of HRD

• Growth of organization

• Developing work culture

• Developing potentialities

• Growth of employees

• Responsible for employee satisfaction

Objective of HRD
• To prepare the employee to meet the present and changing future job
requirements.

• To develop the constructive mind and overall personality of each

employee.

• To increase the motivation level of employees.

• To facilitate the utilization of human resource effectively through

training and development.

• To re-orient the knowledge , skills and attitudes of employees to cope

with the ever- changing technology.
• To ensure smooth and efficient working of the organization.

• To aid total quality management.

• To create a climate that enables every employee to discover ,

develop and use his capabilities to a Fuller extent in order to further
both individual and organizational goals.
Techniques/Methods of HRD
• Performance Appraisal – Performance appraisal is process that
involves communicating to the employee how well he or she is
performing.
• Potential Appraisal – Potential appraisal means development of
capabilities of an individual.
• Career Planning – Career planning is the process of enhancing an
employee future value.
• Training and Development – Training and development is process
that goes hand in hand since development depends upon training and
training results in development.
• Job rotation – In job rotation employees are made to move from
one job to another at certain intervals.
• Job enrichment- Job enrichment is widening the contents of job or
upgrading of responsibility, scope and challenge in work

• Organizational development(OD)- Organizational development is

strategy which focuses on the whole culture of organization in order
to bring about planned change.

• Feedback and performance coaching- supervisors in HRD have

the responsibility for ongoing observation and feedback to
subordinate about their strengths.
Challenges of HRD
• Culture or attitude:
Different countries have different culture and as the world has
become a global village HRD Professionals have to face the cultural
challenges.
• Technology or skills:
The pace of technological development is very high and the new
technologies are replacing the older ones quickly.
• Competing in global economy- As the company extends its base to
a foreign shore, the impact of globalization on HRD procedures will
extend.
• Need for organizational leaning- Enhancement of knowledge is
also a big challenge for HRD professional as they have to
understand the different philosophies demonstrated at different
places in the world.
• Workforce Training and Development- The organization faces lot
of difficulties in training and development due to inappropriate
programs, lack of interest or insufficient budget etc.