Introduction to Human Resource Development

TOPICS TO BE COVERED
Historical Development Definition Concept of HRD Characteristics of HRD Objectives of HRD Need for HRD Evolution of HRD-Global scenario
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TOPICS TO BE COVERED
Relationship between HRM & HRD Critical HRD issues Sample HR jobs Challenges for HRD

Historical Development
HRD term came into existence-1970 in George Washington University In India it was used for the first time in SBI in 1972. It was developed by Dr. Udai Pareek & Dr. T V Rao at the IIM-Ahmedabad In the 80s it was used in a few public sector organizations like BHEL, SAIL, TISCO, Maruti Udyog Ltd. HRD-a national issue, Ministry of HRD is expected to mobilize the human potential of the country
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Definition of HRD
A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.

Concept of HRD
Concerned with improving the existing capabilities to the human resources of the organization and helping them to acquire new capabilities HRD concept is multi-dimensional (increase knowledge, acquire new competence, selfreliance, & develop a sense of pride) HRD is a process of increasing knowledge and capabilities of all people in a given society. Acc. To Prof. T.V. Rao, HRD is a process in which the employees of an organization are continuously helped in a planned way to:
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Concept of HRD
Acquire and sharpen their capabilities required to perform various tasks and functions associated with their roles Develop their capabilities as individuals & to exploit their potential to the fullest for organizational development purposes. To develop organizational culture where superior subordinate relationships contribute to organizational wealth dynamism & pride of the employees
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Characteristics of HRD
HRD is a System HRD is a Planned process HRD is a inter-disciplinary concept It is a continuous learning process It is a cooperative Massive effort in the organization HRD is an Administrative Function
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Characteristics of HRD
HRD components have a wide range HRD is concerned with the development of people working at all levels HRD is a Science (Mechanisms & principles) as well as an Art (skills, values & attitude) Positive Relationship between HRD & OE HRD is a strategy to transform HR Inputs into Outputs

Objectives of HRD
To maximize the utilization of human resources for achieving individual & organizational goals To provide framework for development of human resources in an organization To locate, ensure, recognize and develop the capabilities of employees in the organization
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Objectives of HRD
To develop constructive mind and overall personality of employees To develop the sense of team spirit, teamwork and inter-team collaborations To develop organizational health, culture and effectiveness To develop dynamic human relationship To generate systematic information about human resources
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Need for HRD

Success of an Organization Fulfillment of the goals Development of Men Higher productivity Good return on Investment Soul of the Personnel Dept. Strong superior-subordinate relationship Cope with the changes As a pre-condition of Economic growth
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Evolution of HRD
Early apprenticeship programs Early vocational education programs Early factory schools Early training for unskilled/semiskilled Human relations movement Establishment of training profession Emergence of HRD
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Early Apprenticeship Programs

Artisans in 1700s Artisans had to train their own workers Yeomanries (early worker unions)

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Early Vocational Education Programs

1809 DeWitt Clintons manual school 1863 President Lincoln signs the Land-Grant Act promoting A&M colleges 1917 Smith-Hughes Act provides funding for vocational education at the state level

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Early Factory Schools

Industrial Revolution increased need for trained workers to design, build, and repair machines used by unskilled workers Companies started machinist and mechanical schools in-house Shorter and more narrowly-focused than apprenticeship programs
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Early Training for Unskilled/Semiskilled Workers

Mass production (Model T)

Semiskilled and unskilled workers Production line one task = one worker Retool & retrain Show, Tell, Do, Check

World War I

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Human Relations Movement

Factory system often abused workers Human relations movement promoted better working conditions Start of business & management education Tied to Maslows hierarchy of needs

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Establishment of the Training Profession

Outbreak of World War II increased the need for trained workers Federal government started the Training Within Industry (TWI) program 1942 American Society for Training Directors (ASTD) formed

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Emergence of HRD
Employee needs to extend beyond the training classroom Includes coaching, group work, and problem solving Need for basic employee development Need for structured career development ASTD changes its name to the American

Society for Training and Development

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Relationship Between HRM and HRD

Human resource management (HRM) encompasses many functions Human resource development (HRD) is just one of the functions within HRM

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Primary Functions of HRM

Human resource planning Equal employment opportunity Staffing (recruitment and selection) Compensation and benefits Employee and labor relations Health, safety, and security Human resource development (HRD)
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Secondary HRM Functions

Organization and job design Performance management/ performance appraisal systems Research and information systems

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HRD Functions
Training and development (T&D) Organizational development Career development

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Learning & Performance

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Critical HRD Issues

Strategic management and HRD The supervisors role in HRD Organizational structure of HRD

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Strategic Management & HRD

Strategic management aims to ensure organizational effectiveness for the foreseeable future e.g., maximizing profits in the next 3 to 5 years HRD aims to get managers and workers ready for new products, procedures, and materials
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Supervisors Role in HRD

Implements HRD programs and procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A front-line participant in HRD

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Organizational Structure of HRD Departments

Depends on company size, industry and maturity No single structure used Depends in large part on how well the HRD manager becomes an institutional part of the company i.e., a revenue contributor, not just a revenue user
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Sample HRD Jobs/Roles

Executive/Manager HR Strategic Advisor HR Systems Designer/Developer Organization Change Agent Organization Design Consultant Learning Program Specialist

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Sample HRD Jobs/Roles 2

Instructor/Facilitator Individual Development and Career Counselor Performance Consultant (Coach) Researcher

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Certification and HRD

Certified Professional in Learning and Performance (CPLP)
The ASTD Certification Institute offers workplace learning and performance (WLP) professionals an opportunity to enhance credibility and prove value in an increasingly competitive marketplace. It covers nine areas of expertise as defined by the ASTD Competency Model.

Professional in Human Resources (PHR)

SHRM offers the PHR exam to all HR professionals ..\PHR Exam Breakdown by Topic.doc
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Challenges for HRD

Changing workforce demographics Competing in global economy Eliminating the skills gap Need for lifelong learning Need for organizational learning

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