HRD at Macro and Micro Level: HRD as stated earlier is mainly concerned with developing the competencies of people.

When we all it as a people oriented concept then several questions come to mind like should the people be developed in the larger and national context or in the smaller institutional context? Are they different at the macro level and micro level? As things stand now, HRD applies to both institutional (micro) as well as national (macro issues). The main objective however is to develop the newer capabilities in people so as to enable them to tackle both present and future challenges while realizing organizational goals. However, it is useful both at macro and micro levels. Macro level: At the macros level HRD is concerned with the development of people for the nations well being. It takes health capabilities skills, attitudes of people which are more useful to the development of the nation as a whole. While calculating the national income and economic growth the prospective HRD concept examines the individuals potentialities their attitudes aspirations skills knowledge etc and establishes a concrete base for economic planning. However, HRD a contribution at macro level has not gained popularity as yet. Micro Levels: HRD has concern from grass root development in the organizations. Small wonder then, that HRD was well received by companies managements as they realized its importance and foresaw its future contribution for the Individual and organizational development. Generally HRD at micro level talks of the organizations manpower planning selection training performance appraisal, development potential appraisal compensation organizational development etc. HRDs involvement in all these areas is mainly with an objective to develop certain new capabilities in people concerned to equip tem to meet the present job challenges and to accept future job requirements. HRD versus Personnel Function: The traditional personnel function is a service oriented activity, responding to the needs of the organization as and when they arise. On the other hand, HRD is productive functions which does not merely respond to organizational requirements but anticipates them and prepares the people and the organizations to face future challenges with confidence. HRD is wider in scope as it tries to develop the whole organizations instead of focusing attention on people alone. Instead of concentrating on maintenance factors (wages, incentives day to day plans, operating procedures etc) it tries to focus on motivating factors (job enrichment , developing potentialities of people creating autonomous work groups fostering innovation and creativity developing trust etc). Personnel function,, traditionally is viewed as the primary job of personnel department HRD, however, is the responsibility of all managers in the organization. The personnel function views higher morale and improved job satisfaction as the causes of improved performance. HRD on the other hand regards jobs challenges creativity and opportunities for development as the main motivating forces. Points of difference HRD and Personnel: Personnel Function: 1) Maintenance oriented 2) An independent function with independent sub functions 3) Reactive functions responding to events as and when they take place. 4) Exclusive responsibility of personnel department 5) Emphasis is put on monetary rewards 6) Improved performance is the results of improved satisfaction and morale 7) Tries to improve to improve the efficiency of people and administration. Points of distinction: (1) orientation (2) Structure (3) Philosophy (4) Responsibility (5) motivators (6) Outcomes (7) AIMS HRD (Human Resource development): 1) Development oriented 2) Consists of inter dependent parts. 3) Proactive function, trying to anticipate and get ready with appropriate responses. 4) Responsibility of all managers in the organizations. 5) Emphasis is on higher order needs such as how to design jobs with stretch pull ad challenge how to improve creativity ad problem solving skills how to empower people in all respects etc. 6) Better use of human resources leads to improved satisfaction and morale. 7) It tires to develop the organization as a whole and its culture. Source:mHRM

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The Role of Human Resource Development towards Macro and Micro-level Performance Introduction Recent years have attested an incremental concern on human resource development. Even in 1989, did Keep assert that human resource development is often viewed as core part of "the meaning, nature and implementation of strategic human resource management". (Keep, 1989) As significant as HRD is, most of scholars have moved their focuses towards the functions or consequence of implementing HRD, furthermore, a major portion of them inclined to advocate that the functionalist activity of HRD is mainly concerned with improving organizational performance. Nevertheless, it is not necessarily the case. According to Wang, Dou, Li (2002), the functions of HRD

can be widely categorized into two levels: macro and micro. The macro-level is used to describe the relationship between "training and national economic performance". (Wang, et al, 2002) That is, training enhances labor quality, which conversely treats as one of the most significant factors contributing to the development of economic. (Sturm, 1993) Meanwhile, some scholars like Swanson& Arnold argue that human capital is the key outcome of human resource development.(Swanson& Arnold, 1996) Overall, HRD has appeared to be a complicated "heterogeneous field serving many constituencies with diverse purposes".(Donnell, Mcguire& Cross, 2006) In other words, due to different purposes HRD is served, the outcome of HRD will be differentiating. The purpose of this paper is to critically analyze the main functionalist activities of HRD, which will be concluded into two categories, that is, micro-level, which included organizational performance and human capital(individual performance), and macro-level, which is economic benefits and the reasons why and the importance of this category will be certified. Human Resource Development What is human resource development? Alth...