Human Resource

Development
Definition..
HRD is a process by which the employees of the
organisation are helped in a continous and
planned manner to
1. Acquire or sharpen capabilities required to
perform various functions in the present and in
the future
2. Develop their general capabilities, discover
and exploit their inner potential for both
individual and organizational development
3. Develop a strong organisational culture with
good senior- sub ordinate relationship, team
work and collaboration and contribute to the
professional well being, motivation and pride of
the employees.
Objectives
Aims at Developing
• the capability of each employee as an
individual
• The capability of an individual in relation to
his role in present and in future
• The relationship between employee and
employer
• Team spirit, collaboration among different
units of the organisation
• TQM
 HRD subsystems
• Performance Appraisal, Potential appraisal
• Employee training
• Career Planning and Succession planning
• Executive Development
• Participative Management
• Quality circles
• Organisation change and development
• Rewards
• Employee welfare and QWL
• HRIS
HRD Matrix
It shows the interrelationship between HRD instruments ,
processes ,outcomes and organisational effectiveness

HRD subsystems HRD Processes

• Performance Appraisal • Role clarity

• Career planning
• Potential appraisal
• T and D
• Executive Development
• Succession Planning
• Job enrichment Programmes
• etc
• Proactive orientation
• Performance Planning
• Development climate
• Value generation
• Collaboration and Team work
• Openness
• etc
HRD Matrix

HRD outcomes Organisational

Effectiveness

• More competent people • Higher productivity

• Optimal utilisation of HR • Growth and Diversification
• Better developed roles • Cost reduction
• Better Organisational health • Greater Profit
• Higher job satisfaction • Better Organisation image
• Greater motivation
• Increased communication
• etc
 The Training Paradox

Increasing an individual’s
employability outside the
company simultaneously
increases his or her job security
and desire to stay with the
current employer
What is the Need for training?

And

What are the benefits?

 5 step Training Process
• Need Analysis (Organisation, Job,
Manpower analysis)
• Instructional design
• Validation
• Implementation
• Evaluation
A General Systems Model of the Training
and Development Process

Assess
Assess Develop
DevelopCriteria
Criteria
Instructional
Instructional
Need
Need Pretest
PretestTrainees
Trainees

Derive Select Monitor

MonitorTraining
Training
Derive SelectTraining
Training
Objectives
Objectives Media
Media andLearning
and Learning
Principles Evaluate
Principles EvaluateTraining
Training

Evaluate
EvaluateTransfer Evaluate
Transfer EvaluateTransfer
Transfer

Feedback
Feedback
 Training Methods
On the Job (OJT) Off the job

• Job Instruction • Vestibule training

training(JIT) • Role play
• Coaching /Under study • Lecture method
• Job rotation • Conference/video
• Special assignments conference
• Apprenticeship • Programmed Instruction
• Computer based training
• Virtual training
 Training versus Development
Training
• Time – short term
• Focus- Learn specific
behaviour aand actions
• Process- improve a specific
skill related to the job
(technical and mechanical
ability)
• Goal- improve performance on
the current job
Development
• Time- long term
• Focus- Understand and
interpret knowledge,develop
judgement
• Process- Improving total
personality (analytical and
conceptual ability)
• Goal- Meet future challenges
of the job
 Management Development

Understanding the strategic needs of the

organisation and developing the future
managers by imparting knowledge and
changing attitude
 Methods of MDP’s
MDP helps in acquiring and developing different
types of managerial skills and knowledge

1. Decision making skills (Case study, in basket,

business games)
2. Interpersonal skills(Role play , sensitivity
training, Behaviour modelling)
3. Job knowledge
4. Specific individual needs
5. Organisational Knowledge
A new broom sweeps clean, but the old
brush knows the corner….

..HRD believes in this