You don't need a pen, pencil, or paper. 1. Name the five wealthiest people in the world. 2.

Name the last five Gnan peeth or Arjuna award winners. 3. Name the last five winners of the Miss India contest. 4. Name ten people who have won the Nobel or Pulitzer prize. 5. Name the last half dozen Academy Award winners for Best Actor and Actress.

How did you do ?

NONE of us remembers the headliners of yesterday. These are no second-rate achievers on the above quiz. They are the best in their fields. But the applause dies. Awards tarnish. Achievements are forgotten. Accolades and certificates are buried with their owners.

Now here's another quiz See how you do on this one: 1. List a few teachers who aided your journey through school 2. Name three friends who have helped you through a difficult time. 3. Name five people who have taught you something worthwhile. 4.Think of a few people who have made you feel appreciated and special. 5. Think of five people you enjoy spending time with.

Wasn't that a lot easier?

The people who make a difference in your life aren't the ones with the most credentials, the most money, or the most awards. They're the ones who care enough to spend personal time and effort

for You!

Introduction to HRD

Importance of Human Resources People are an imp.factor for organizational effectiveness. They are important valuable resources. Dynamic people build dynamic organizations Competent and motivated people can make things happen and enable an organization to achieve its goals.

HUMAN RESOURCE MANAGEMENT IS THE ART OF MANAGING HUMAN WORKFORCE IN AN ORGANIZATION IN AN OPTIMUM MANNER WHICH IS BENEFICIAL TO THE EMPLOYEE AS WELL AS THE ORGANIZATION IN ACHIEVING THE ORGANIZATIONAL GOAL. HRD is the management of developing learning and performance to enhance both the individual and the organization. Human resource development (HRD) is a part of human resource management. It deals with the all round development of an employee within an organization, his career development, training, counseling, updating him with the latest technology, helping him explore his potential and develop his skills which would prove beneficial to both the employee and the organization in achieving the organization goals.

HRD is a sub section of HRM 2.HRM deals with all aspects of the human resources function while HRD only deals with the development part. 3.HRM is concerned with recruitment, rewards among others while HRD is concerned with employee skills development. 4.HRM functions are mostly formal while HRD functions can be informal like mentorships.

HRM Functions Human Resource Planning Recruitment & Selection Wage & Salary Administration Human Resource Development Industrial & Labour Relations T&d Career Development OD

Meaning & Definition of HRD A process by which employees of an orgn.are helped/motivated to acquire ^ develop technical, managerial and behavioral knowledge,skills & attitudes. HRD helps to mould values/beliefsto perform the present and future roles by realizing the highest human potential. It is concerned with improving the performance within the work environment. It is predominantly concerned with the change of individuals. HRD basically comprises of 3 Cs Capabilities, Commitment & Culture

Emergence of HRD- a global perspective and growth and development of HRD in India

Functions of HRD Dept

Primary Functions: T&D, Career Development, OD Secondary Functions: Role Analysis & Development Perf appr Potential Appr(determining and employees strength and weaknesses) Performance Counselling Employee Orientation Succession Planning

Role of HRD Professionals in Orgn.

This is a component of HRM that focuses on nurturing employees skills. The core of HRD is Learning. HRD does not only focus on development of skills but also focuses on the personal development of employees. Its a peopledevelopment function

The HRD section needs to have professionals with impeccable people management skills as they need to be able to realize talent within people from a cross section of backgrounds

Objectives of HRD

Enhancing the abilities and motivating people to positively contribute towards superior performance Nurturing team work at group level Innovation Value Addition Team Spirit Organizations overall health

Principles of HRD

All living creatures(incl.birds, animals and human beings can learn) All people irrespective of their age, gender, race, religion, prosperity and socio-economic background are endowed with a natural capacity for learning. Facilitation and reinforcement promote learning. While designing programs, learners viewpoints should be given due consideration

Principles of HRD contd

Different learners have different learning styles, so the courses should be structured to suit their learning styles Repeated practice of a learned competency immediately after it is learnt, increases the retention of learning. Learning will be most effective when it is linked to career progression Initial activities of learning should be simple and complex activities should be added later.

HRD careers

Training professionals

HRD Education

ISTD- Indian Society for Training & Development- offers a Diploma in T & D Academy of HRD,Ahmedabad- offers an Associate Program in HRD AIMA-offers a one-yr pG Diploma in HRD B-Schools like ICFAI and Symbiosis Pune have introduced programs in HRD.

Professional Associations

ISTD, New Delhi The National HRD Network NIPM, Kolkatta Indian Society for Applied Behavioral Sciences, New Delhi

Diff b/w Training & Development

HRD includes both T & D Training is about acquiring new skills, through classroom learning or on-the-job training. Development includes learning, experiencing, and practicing the knowledge, skills and attitudes. Dev. improves the overall personality of the individual and improves the awareness through practice and modification.

DOGS ARE TRAINED, HUMAN BEINGS LEARN

Challenges to HRD

What is HRDs role in recruiting? Can HRD balance the boundaries of time, space, geography and culture while maintaining its focus on developing work place expertise due to globalization? How can HRD assure that it is flexible enough to respond to the demands of a variety of ages? In case of a highly automated technologically demanding work place, can HRD play the role of development?

Difference between HRD and OD

HRD focuses on learning human theories, while OD social and structural issues of the organisation. OD also focuses on quality of work life, work re-design. HRD is more into adult learning.

Role of HRD Professionals in organizations i)Role as a Learning Specialist ii)Role as an administrator iii)Role as a Consultant

Role as a Learning Specialist

Training activities-to focus on learning the KSA required to perform a task Education-focuses on learning new KSA that will equip an individual to assume a new job. Developmental activities-oriented towards personal and organizational growth.(for retaining him)

Role as an administrator

HRD short and long-range planning Organizing the HRD Unit Controlling the HRD unit Budgeting Staffing Facilitating the growth of HRD staff Managing facilities and equipment Building supportive internal and external relations Supervising programs and staff

Role as a consultant
The HRD mgr. is both a line manager, & also performs the staff function

(Line managers are responsible for promoting and enforcing work environment of dignity. They must take every action necessary to prevent and stop inappropriate behavior. Line managers and supervisors are obliged to make it clear that such behavior will not be tolerated and act promptly when incidents come to their attention). In a line organization, top management has complete control, and the chain of command is clear and simple. (Chain of Command- The order in which authority and power in an organization is delegated from top management to every employee at every level of the organization. Instructions flow downward along the chain of command and accountability flows upward). Examples of line organizations are small businesses in which the top manager, often the owner, is positioned at the top of the organizational structure and has clear "lines" of distinction between him and his subordinates. Staff authority is the right to advise or counsel those with line authority. For example, human resource department employees help other departments by selecting and developing a qualified workforce. A quality control manager aids a production manager by determining the acceptable quality level of products or services at a manufacturing company

The HR mgr as a consultant ,also advises mgmt on organizational problems.

Characteristics of an Effective HRD professional

The ability to plan for the HR activities Establish goals for the current and future period Clear communication with HRD staff, within the organization and outsiders. Highly participative style in his planning and directing effort Instill confidence in the HR staff.

Emerging issues facing HR professionals Changing environment- learn to adapt to change Technological impact- more usage of intranet, video conferencing Low commitment from management-often HRD is seen as a non-productive expenditure Globalization- more efforts required to collaborate and manage diversity Learning in organizations HR outsourcing-may prove to be a threat to internal HR Talent.

Tell me, and Ill forget. Show me, and I may remember. Involve me, and Ill understand.