Meaning & Concept of Human Resource Development

 Human Resource Development (HRD) is considered as a vital part of Human Resource Management and it is defined  as "an organized learning experience within a given period of time with the objective of producing the possibility of performance change." HRD aims at overall development of human resources. HRD is more concerned with the training and development of employees. HRD develops or traps hidden qualities in people in order to make them accomplish new functions leading to organizational and individual goals. HRD is a process to:

(a) acquire or sharpen capabilities;
(b) develops general capabilities;
(c)develops an organizational culture.

Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities. In short, HRD aims at helping employees to acquire competencies required to perform all their functions effectively and make their organization efficient which is really very essential for both the employees and the organization.

 

Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as –

·         employee training,

·         employee career development,

·         performance management and development,

·         coaching,

·         mentoring,

·         succession planning,

·         tuition assistance, and

·         Organization development.

 

The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

 

Organizations have many opportunities for human resources or employee development, both within and outside of the workplace.

 

Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy 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 well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. One organization is different from another mainly because of the people (employees) working therein. According to Peter F. Druker, "the prosperity, if not the survival of any business depends on the performance of its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organization.

 

 

 

Features of Human Resource Development HRD

 

The nature / scope / function / characteristics or features of HRD are as follows :-

 

1. Training and Development:

HRD involves training and developing the employees and managers. It improves their qualities, qualifications and skills. It makes them more efficient in their present jobs. It also prepares them for future higher jobs.

 

2. Organizational Development (OD):

HRD also involves Organizational Development. OD tries to maintain good relations throughout the organization. It also solves problems of absenteeism, internal conflicts, low productivity and resistance to change.

 

3. Career Development:

HRD also involves career planning and development of employees. It helps the employees to plan and develop their careers. It informs them about future promotions and how to get these promotions. So HRD helps the employee to grow and develop in the organization.

 

4. Performance Appraisal:

HRD conducts Performance Appraisal, Potential Appraisal, etc. It informs the employees about their strengths and weaknesses. It also advises them about how to increase their strengths and how to remove their weaknesses.

 

5. Multidisciplinary:

HRD is multidisciplinary. That is, it uses many different subjects. It uses education, management, psychology, communication, and economics. HRD uses all these subjects for training and developing the employees.

 

6. Key Element for solving problems:

Now-a-days an organization faces many different problems. These problems are caused due to the economic, technological and social changes. These problems can be solved only by knowledge, skill and creative efforts. This knowledge, skill, etc. is achieved from HRD. Therefore, HRD is a key element for solving problems in the organization.

 

7. Continuous in Nature:

HRD is not a onetime affair. It is a continuous process. Development of human resources never stops. This is because continuous changes happen in the organization and environment.

 

8. Integrated use of sub-systems:

HRD system involves the integrated use of sub-systems such as performance appraisal, potential appraisal, career planning, training, etc.

 

9. Placement:

HRD places the right man in the right job. Placement is based on performance appraisal, potential appraisal, training, etc. Proper placement gives satisfaction to the employee, and it increases the efficiency.

 

10. Motivation by Rewards:

HRD also motivates the employees by giving them rewards for performing and behaving better, suggesting new ideas, etc. Financial and non-financial rewards are given. Even, HRD also gives promotions and transfers to the employees based on performance appraisals, etc.

 

 

Impotence of Human Resource Development (HRD)

 

Human resource development (HRD) is an essential component for growth and economic development. It can occur at both the nationwide level and the firm-wide level. The enhancement of HRD of a country is dependent on the government and national policies, while at the firm or micro level HRD can happen through training and efficient utilization of resources. Resources are efficiently utilized to support HRD when the maximum benefit is created at the lowest possible cost.

 

The effective performance of an organization depends not just on the available resources, but its quality and competence as required by the organization from time to time. The difference between two nations largely depends on the level of quality of human resources. Similarly, the difference in the level of performance of two organizations also depends on utilization value of human resources. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of human resources development.

 

The term human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization’s work force. The more important aspects of human resources are aptitude, values, attitudes and beliefs. The vitality of HR to a nation and to an industry depends upon the level of its development.

 

For the organization to be dynamic, growth-oriented and fast-changing it should develop their HR. Though the positive personnel policies and programs motivate the employees, buy their commitment and loyalty but these efforts cannot keep the organization dynamic. Organization to be dynamic should possess dynamic human resources. Human resources to be dynamic acquire capabilities continuously adopt the values and beliefs and aptitude in accordance with changing requirements of the organization. Similarly, when employees use their initiative, take risks, experiment, innovate and make things, happen, the organization may be said to have an enabling culture. The competent human resources can be dynamic in an enabling culture. Thus, the organization can develop, change and excel, only if it possess developed human resources. Thus, HRD plays significant role in making the human resources vital, useful and purposeful.

 

 

System and Sub-system of Human Resource Development (HRD)

 

HRD functions are carried out through its systems and sub systems. HRD has five major systems and each of the systems has sub systems as elaborated below:

 

1. Career system: Career system ensures attraction and retention of human resources through the following sub-systems.

·         Manpower planning

·         Recruitment

·         Career planning

·         Succession planning

·         Retention

 

2. Work system: Work-planning system ensures that the attracted and retained human resources are utilized in the best possible way to obtain organizational objectives. Following are the sub systems of the work planning system.

·         Role analysis

·         Performance plan

·         Performance feedback and guidance

·         Performance appraisal

·         Promotion

·         Job rotation

·         Reward

 

3. Development system: The human resources within the organization have to raise upto the occasion and change accordingly if the organization wants to be in business.

·         Induction

·         Training

·         Job enrichment

·         Self-learning mechanisms

·         Potential appraisal

·         Succession Development

·         Counseling

·         Mentor system

 

4. Self-renewal system: It is not enough to develop individuals and teams in the organizations but occasionally there is a need to renew the organization itself. Following are some of the sub systems that can be utilized to renew the organization.

·         Survey

·         Action research

·         Organizational Development interventions

·         Organizational Retreats

 

5. Culture system: It is the culture that will give a sense of direction, purpose, togetherness, and teamwork. Some of the culture building subsystems are given below:

·         Vision, Mission and Goal

·         Values

·         Communication

·         Get-togethers and celebrations

·         Task forces

·         Small Groups

 

In addition to the above system the Reinforcement System can be considered that is related with the important motivating factor for people joining and continuing in an organization in the work they get. Some of the building subsystems are given below:

·         Reward

·         High performance

 

 

 

Human Resource Development (HRD) Processes

 

HRD is a process-oriented function. HRD functions in many organizations fail because the processes involving the systems are not adequately addressed. The concept of process essentially concerns the question of “how” and to a great extent the question of “why “.   It emphasises the behavioural and interactional dimensions.  All the HRD processes are centred around four constituents of an organization viz, the employee, role, teams and the organization itself.  Each of the unit has its own behavioural patterns and framework, which,  if not addressed adequately may not bring in the desired outcomes. It is through these processes that the HRD systems are effectively implemented.  Implementations of the HRD systems are, in turn indented to bring in right processes in organizations. Hence HRD systems and HRD processes are closely linked. Their relationships are Described as follows:

 

1.Individual:  Individual is the basic constituent of an organization. All the behavioural pattern and dynamisms emerge from individuals. Hence individual based HRD process explained below are vital for HRD function and for implementation of the HRD systems.

·         Efficacy

·          Effectiveness

·          Styles

·         Leadership

 

2.Role: Role is a dynamic entity which involves the expectations of significant others and self from the position of the role holder. A large number of behavioural patterns and dynamism in organizations are centered around the roles. The role occupier and all others who have some linkage or relationship to that role form a constituent. Following are some of the role related, HRD processes in organizations.

·         Competencies for job performance

·         Commitment

·          Motivation

·          Frustration,

·         Stress & Burnout.

 

3.Teams:  Work in organizations are performed through teams or groups. When individuals begin to work in team, behavioural patterns and dynamisms emerge. Following HRD processes are to be addressed if team work should bring in the desired results.

·         Communication

·          Feedback

·          Conflict resolution

·          Collaboration

 

4. Organization: A large number of HRD processes are organization related. Unless and until these processes are in place, HRD cannot take off. However, in a number of organizations as a result of implementation of HRD systems, these processes were set right. HRD systems can contribute towards the development and maturity of these processes.

·         Organizational Climate

·          Communication

·          Learning Organization

·          Organizational Change

·          Organizational Development