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HRD aims to build capabilities, commitment, and culture within an organization. It involves continuously developing employees' skills and abilities through training, feedback, and counseling. HRD also focuses on developing organizational culture and collaboration.
The evolution of HRD involved two stages - globally and within India. Globally, it emerged from apprenticeship programs and shifted to focus more on training and professional development. In India, early developments included trade union recognition and employee welfare programs. In the 1970s, companies began introducing formal HRD systems to help develop employee potential through performance evaluation and other development activities.
HRD aims to build capabilities, commitment, and culture within an organization. It involves continuously developing employees' skills and abilities through training, feedback, and counseling. HRD also focuses on developing organizational culture and collaboration.
The evolution of HRD involved two stages - globally and within India. Globally, it emerged from apprenticeship programs and shifted to focus more on training and professional development. In India, early developments included trade union recognition and employee welfare programs. In the 1970s, companies began introducing formal HRD systems to help develop employee potential through performance evaluation and other development activities.
HRD aims to build capabilities, commitment, and culture within an organization. It involves continuously developing employees' skills and abilities through training, feedback, and counseling. HRD also focuses on developing organizational culture and collaboration.
The evolution of HRD involved two stages - globally and within India. Globally, it emerged from apprenticeship programs and shifted to focus more on training and professional development. In India, early developments included trade union recognition and employee welfare programs. In the 1970s, companies began introducing formal HRD systems to help develop employee potential through performance evaluation and other development activities.
Capabilities Commitment Culture Definition of HRD HRD is primarily concerned with developing employees through training, feedback and counselling by the senior officers and other developmental efforts. Udai Pareek & T. V. Rao Cont. HRD in organizational context, defined as a process, by which employees of an organization are continously helped in a planned way: To acquire capabilities required to perform tasks To develop their general enabling capabilities as individuals so that they are able to disover and utilize their own inner potential for their own or organizational development purpose; To develop an organizational culture where superior and subordinate relationmships, team work and collaboration among different sub-units are strong and contribute to the organizational health, dynamism and pride of employees
Evolution of HRD The evolution of HRD can be discussed in two stages
A Global perspective
An Indian Perspective A Global Perspective Emerging of apprenticeship training program and collective bargaining Emergence of vocational training program and factory schools Training programs for semi-skilled and unskilled workers; and Emergence of training as a profession An Indian Perspective Emergence of Trade union movement and finally Trade union Act of 1926 gave a formal recognition to the worker union. Tata group implemented employee welfare measures In 1950s two professional bodies were established to help in the development of HR namely IIPMat kolkata and NPLM at mumbai. Cont. The personnel function welfare activities slowly shifted to IR and personnel Administration during 1960s transformed itself to the personnel management. Due to the developments after the second world war in 1970s there was a shift from concern for welfare to concern for efficiency. Slowly professional began to talk about HRM & HRD in 1980. Emergence of HRD In the early 1970s two consultants Prof. Udai Pareek and Prof. T. V. Rao from th eIIM were approached by L & T for a review exercise of their performance appraisal system. They felt that a development oriented performance appraisal system may not achieve its objectives unless accomplished by other syb-systems like employee counselling, potential appraisal, career planning & development, training, OD etc.
Cont In 1975, L&T is the first company introduced HRD system. Later in 1976, SBI introduced HRD system and followed by Bharath earth movers Limited, Banglore in 1978.