Human Resource Development (HRD) aims to develop employees' skills, knowledge and abilities through opportunities like training, career development, coaching and mentoring. HRD is a continuous process that uses multidisciplinary approaches like education, management and psychology. It helps employees improve their performance and allows organizations to achieve their goals. Key aspects of HRD include developing employees, organizational culture, performance management and ensuring the right person is placed in the right job.
Human Resource Development (HRD) aims to develop employees' skills, knowledge and abilities through opportunities like training, career development, coaching and mentoring. HRD is a continuous process that uses multidisciplinary approaches like education, management and psychology. It helps employees improve their performance and allows organizations to achieve their goals. Key aspects of HRD include developing employees, organizational culture, performance management and ensuring the right person is placed in the right job.
Human Resource Development (HRD) aims to develop employees' skills, knowledge and abilities through opportunities like training, career development, coaching and mentoring. HRD is a continuous process that uses multidisciplinary approaches like education, management and psychology. It helps employees improve their performance and allows organizations to achieve their goals. Key aspects of HRD include developing employees, organizational culture, performance management and ensuring the right person is placed in the right job.
Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defned as "an organized learning experience within a given period of time with the obective of producing the possibilit! of performance change"" HRD aims at overall development of human resources" HRD is more concerned with the training and development of emplo!ees" HRD develops or traps hidden #ualities in people in order to ma$e them accomplish new functions leading to organizational and individual goals" HRD is a process to% (a) ac#uire or sharpen capabilities& (b) develops general capabilities& (c)develops an organizational culture" Human resource development includes training an individual after he'she is frst hired( providing opportunities to learn new s$ills( distributing resources that are benefcial for the emplo!ee)s tas$s( and an! other developmental activities" *n short( HRD aims at helping emplo!ees to ac#uire competencies re#uired to perform all their functions e+ectivel! and ma$e their organization e,cient which is reall! ver! essential for both the emplo!ees and the organization" Human Resource Development (HRD) is the framewor$ for helping emplo!ees to develop their personal and organizational s$ills( $nowledge( and abilities" Human Resource Development includes such opportunities as - emplo!ee training( emplo!ee career development( performance management and development( coaching( mentoring( succession planning( tuition assistance( and .rganization development" /he focus of all aspects of Human Resource Development is on developing the most superior wor$force so that the organization and individual emplo!ees can accomplish their wor$ goals in service to customers" .rganizations have man! opportunities for human resources or emplo!ee development( both within and outside of the wor$place" Human Resource Development can be formal such as in classroom training( a college course( or an organizational planned change e+ort" .r( Human Resource Development can be informal as in emplo!ee coaching b! a 0 HRD Framework manager" Health! organizations believe in Human Resource Development and cover all of these bases" Human Resource Development (HRD) means to develop available manpower through suitable methods such as training( promotions( transfers and opportunities for career development" HRD programmes create a team of well1trained( e,cient and capable managers and subordinates" 2uch team constitutes an important asset of an enterprise" .ne organization is di+erent from another mainl! because of the people (emplo!ees) wor$ing therein" 3ccording to 4eter 5" Dru$er( "the prosperit!( if not the survival of an! business depends on the performance of its managers of tomorrow"" /he human resource should be nurtured and used for the beneft of the organization" Features of Human Resource Development HRD /he nature ' scope ' function ' characteristics or features of HRD are as follows %1 6" /raining and Development% HRD involves training and developing the emplo!ees and managers" *t improves their #ualities( #ualifcations and s$ills" *t ma$es them more e,cient in their present obs" *t also prepares them for future higher obs" 7" .rganizational Development (.D)% HRD also involves .rganizational Development" .D tries to maintain good relations throughout the organization" *t also solves problems of absenteeism( internal con8icts( low productivit! and resistance to change" 0" 9areer Development% HRD also involves career planning and development of emplo!ees" *t helps the emplo!ees to plan and develop their careers" *t informs them about future promotions and how to get these promotions" 2o HRD helps the emplo!ee to grow and develop in the organization" :" 4erformance 3ppraisal% HRD conducts 4erformance 3ppraisal( 4otential 3ppraisal( etc" *t informs the emplo!ees about their strengths and wea$nesses" *t also advises them about how to increase their strengths and how to remove their wea$nesses" ;" Multidisciplinar!% : HRD Framework HRD is multidisciplinar!" /hat is( it uses man! di+erent subects" *t uses education( management( ps!cholog!( communication( and economics" HRD uses all these subects for training and developing the emplo!ees" <" =e! >lement for solving problems% ?ow1a1da!s an organization faces man! di+erent problems" /hese problems are caused due to the economic( technological and social changes" /hese problems can be solved onl! b! $nowledge( s$ill and creative e+orts" /his $nowledge( s$ill( etc" is achieved from HRD" /herefore( HRD is a $e! element for solving problems in the organization" @" 9ontinuous in ?ature% HRD is not a onetime a+air" *t is a continuous process" Development of human resources never stops" /his is because continuous changes happen in the organization and environment" A" *ntegrated use of sub1s!stems% HRD s!stem involves the integrated use of sub1s!stems such as performance appraisal( potential appraisal( career planning( training( etc" B" 4lacement% HRD places the right man in the right ob" 4lacement is based on performance appraisal( potential appraisal( training( etc" 4roper placement gives satisfaction to the emplo!ee( and it increases the e,cienc!" 6C" Motivation b! Rewards% HRD also motivates the emplo!ees b! giving them rewards for performing and behaving better( suggesting new ideas( etc" 5inancial and non1fnancial rewards are given" >ven( HRD also gives promotions and transfers to the emplo!ees based on performance appraisals( etc" Importance of Human Resource Development (HRD) Human resource development (HRD) is an essential component for growth and economic development" *t can occur at both the nationwide level and the frm1wide level" /he enhancement of HRD of a countr! is dependent on the government and national policies( while at the frm or micro level HRD can happen through training and e,cient utilization of resources" Resources are e,cientl! utilized to support HRD when the maximum beneft is created at the lowest possible cost" /he e+ective performance of an organization depends not ust on the available resources( but its #ualit! and competence as re#uired b! the organization from time to time" /he di+erence between two nations largel! ; HRD Framework depends on the level of #ualit! of human resources" 2imilarl!( the di+erence in the level of performance of two organizations also depends on utilization value of human resources" Moreover( the e,cienc! of production process and various areas of management depend to a greater extent on the level of human resources development" /he term human resources refer to the $nowledge( s$ills( creative abilities( talents( aptitude( values and beliefs of an organizationDs wor$ force" /he more important aspects of human resources are aptitude( values( attitudes and beliefs" /he vitalit! of HR to a nation and to an industr! depends upon the level of its development" 5or the organization to be d!namic( growth1oriented and fast1changing it should develop their HR" /hough the positive personnel policies and programs motivate the emplo!ees( bu! their commitment and lo!alt! but these e+orts cannot $eep the organization d!namic" .rganization to be d!namic should possess d!namic human resources" Human resources to be d!namic ac#uire capabilities continuousl! adopt the values and beliefs and aptitude in accordance with changing re#uirements of the organization" 2imilarl!( when emplo!ees use their initiative( ta$e ris$s( experiment( innovate and ma$e things( happen( the organization ma! be said to have an enabling culture" /he competent human resources can be d!namic in an enabling culture" /hus( the organization can develop( change and excel( onl! if it possess developed human resources" /hus( HRD pla!s signifcant role in ma$ing the human resources vital( useful and purposeful" System and Sub-system of Human Resource Development (HRD) HRD functions are carried out through its s!stems and sub s!stems" HRD has fve maor s!stems and each of the s!stems has sub s!stems as elaborated below% 1. areer system! 9areer s!stem ensures attraction and retention of human resources through the following sub1s!stems" Manpower planning Recruitment 9areer planning 2uccession planning Retention ". #ork system! Eor$1planning s!stem ensures that the attracted and retained human resources are utilized in the best possible wa! to obtain organizational obectives" 5ollowing are the sub s!stems of the wor$ planning s!stem" < HRD Framework Role anal!sis 4erformance plan 4erformance feedbac$ and guidance 4erformance appraisal 4romotion Fob rotation Reward $. Development system! /he human resources within the organization have to raise upto the occasion and change accordingl! if the organization wants to be in business" *nduction /raining Fob enrichment 2elf1learning mechanisms 4otential appraisal 2uccession Development 9ounseling Mentor s!stem %. Self-renewal system! *t is not enough to develop individuals and teams in the organizations but occasionall! there is a need to renew the organization itself" 5ollowing are some of the sub s!stems that can be utilized to renew the organization" 2urve! 3ction research .rganizational Development interventions .rganizational Retreats &. ulture system! *t is the culture that will give a sense of direction( purpose( togetherness( and teamwor$" 2ome of the culture building subs!stems are given below% Gision( Mission and Hoal Galues 9ommunication Het1togethers and celebrations /as$ forces 2mall Hroups *n addition to the above s!stem the Reinforcement 2!stem can be considered that is related with the important motivating factor for people @ HRD Framework oining and continuing in an organization in the wor$ the! get" 2ome of the building subs!stems are given below% Reward High performance A