According to T.V.

Rao the father of Indian Human Resource Development HRD is the

process of enabling people making things happen.
The field of Human Resource Development includes several aspects of enabling and
empowering human resources in organization. Whereas earlier HRD was denoted as managing
people in organizations with emphasis on payroll, training and other functions that were designed
to keep employees happy, the current line of management thought focuses on empowering and
enabling them to become employees capable of fulfilling their aspirations and actualizing their
potential.
This shift in the way human resources are treated has come about due to the prevailing notion
that human resources are sources of competitive advantage and not merely employees fulfilling
their job responsibilities.
Benefits:
Organizations that embrace the fundamentals of HRD realize the importance of their human
resources and focus their efforts on providing employee security; choosing, hiring, training and
retaining the right people for the right tasks; rewarding and valuing employee effort.
Employees whose basic personal and development needs are met are committed employees, who
translate the positive effects of HRD efforts into improved productivity
Organizations that strongly focus on training and improving the skills, values, attitudes,
perspectives and knowledge of their workforce are more likely to retain employees that utilize
their full potential and contribute it to the benefit of the organization.
Motivation:
Motivation is one of the most important concepts in HRD. In most organizations, it is common to
hear the refrain that an employee is not motivated and hence his or her performance has taken a
backseat. Motivation can be understood as the desire or drive that an individual must get the
work done
There are many theories of motivation and we talked about some of them in this class. For
example, Herzbergs Hygiene theory that states that to get your employees motivated, certain
conditions need to exist and the absence of these conditions or the hygiene factors demotivate the
employees.
Analyzation/Planning:
Setting an action goal includes assessing your own interests, establishing a desired level to
achieve and estimating the costs and benefits. One of the most suggested tools when it comes to
these kinds of goals is the SMART tool, which basically says that your goal/aim must be
specific, measurable, achievable, realistic and time based. After that, as a manager you can
choose a planner, that may be yourself or other person within/without the company, and the last
step is represented by the actual implementation of the training or whatever it is.