Human Resource Development – MBA Tutorials
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Human Resource Development

Human resource refers to the energies and talents of people that are available to an firm as potential contributors to the creation and realization of the organization vision, mission, goals and values.

Development is a process of active learning from experience-leading to purposeful and systematic development of the whole person, spirit, body and mind. Thus, HRD is the integrated use of organizational and career development efforts to improve groups, individual, and firm’s effectiveness.

Features of HRD:

1. Systematic approach:

HRD is a planned and systematic approach through which the efficiency of workers or employees is improved. Future objectives and goals are set by the entire firm, which are well planned for both individual and organizational levels.

2. Continuous process:

HRD is a continuous process for the development of all types of skills of employees such as conceptual, technical, managerial and behavioural. Till the retirement of an worker or employee sharpening of all these skills is required.

3. Multi-disciplinary subject:

HRD is a Multi-disciplinary subject which draws inputs from behavioural science, commerce, medicine, engineering, management, economics, etc.

4. All-pervasive:

HRD is an essential subject present everywhere weather it a manufacturing organization or service sector industry.

5. Techniques:

HRD embodies with techniques and processes such as management development, career planning, performance appraisal, training, workers’ participation, counselling and quality circles.

Scope of HRD:

Human resource management (HRM) deals with development, procurement,maintai­nance, compensation and utilization of human resources. HRD deals with efficient utilization of manpower resources and it is a part of Human Resource Management.

Human resource is a systematic process for bringing the desired changes in the behaviour of workers or employees which involves the following areas:

1. Recruitment and selection of workers or employees for meeting the present and future requirements of an firm.

2. Performance appraisal of the workers or employees in order to understand their capabilities and improving them through extra training.

3. Offering the worker’s or employees’ performance counselling and performance interviews from the superiors.

4. Career development and training programmes for the employees.

5. Development of workers or employees through succession planning.

6. Employee’s participation and formation of quality circles.

7. Employee learning through empowerment and group dynamics.

8. Learning through job enrichment and job rotation .

9. Learning through religious and social interactions and programmes.

10. Development of workers through behavioural and managerial skills.

Objectives of HRD:

The main objectives of HRD are as follows:

1. Equity:

Recognizing every worker at par irrespective of caste, religion, creed and language can create a very good environment in an firm. HRD must ensure that the firm creates a culture and provides equal opportunities to all workers in matters of career planning, quality of work life, promotion, training and development.

2. Employability:

Employability means the skills, ability and competencies of an employee to seek gainful employment anywhere. So, HRD should aim at improving the skills of the workers in order to motivate them to work with effectiveness.

3. Adaptability:

Continuous training develops the professional skills of worker which plays an important role in HRD. This can help the workers or employees to adapt themselves to organizational change that takes place on a continuous basis according to the need of the organization.

HRD Functions:

Some of the important functions of HRD are as follows:-

1. Employee training and development,

2. Career planning and development,

3. Succession planning,

4. Performance appraisal,

5. Employee’s participation in management,

6. Quality circles,

7. Organization change and organization development.

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