HRM AND HRD : The crucial

Factors in Productivity
NIDHI SHUKLA
XISS, RANCHI
Crucial Role of Managers
Managers must find ways to get the
highest level of contribution from
their workers. And they will not be
able to do that unless they are
aware of the many ways that their
under-standing of diversity relates
to how well, or how poorly, people
contribute.
R. Roosevelt Thomas Jr.

Human Resource Planning
The process of attracting, developing and
maintaining a talented and energetic
workforce to support organisational mission,
objectives and strategies.

A distinctive approach to employment
management which seeks to achieve
competitive advantage through the strategic
deployment of a highly committed and capable
workforce, using an integrated array of
cultural, structural and personnel techniques.

2 important components of
human resource planning:
a. Requirement - forecasting human
requirement involves the
determining the number and types of
employees needed.
b. Availability- when employee
requirements have been analyzed,
the firm determines whether there is
a surplus or shortage of manpower.
Aspects of human resource
planning
1. Systematic forecasting of manpower
needs
2. Performance management
analyzing, improving and monitoring
3. Career management determining,
planning and monitoring the career
aspirations
4. Management Development -
assessing and determining the
developmental needs of managers for
future succession requirements.
PRINCIPLES OF HRM
Strategic integration
Organisational flexibility
Commitment
Quality

HRM involves
An attempt to treat all labour
management processes from
recruitment and training to
remuneration and retrenchment in
a strategic fashion by integrating
them with the broader business
concerns of the enterprise.
The HRM Value
A Business That Makes Nothing But
Money Is A Poor Business.

- HENRY FORD

HRD
HRD is the process of increasing
knowledge, skills, capabilities and
positive work attitude and value of all
people working at all levels in a
business undertaking(Khan, 1987).
Human Resource Development is
a series of organized activities,
conducted within a specified time and
designed to produce behavioral
change.(Prof. Leonard Nadler 1965)
HRD involves
Increase in:



- Knowledge
- Skills
- Capabilities


Requires:


- Positive work
attitude and value
- Series of organised
activities
- Time frame for the
organised activities
- Behavioural change

Objectives
HRM:social,
organisational,
functional, personal
goals
-union management
relation
-employee relations
-placement and
orientation
-employee assessment
-compensation

HRD
- Career planning
- Talent management
- Motivation
- Stress management
- Work life balance
- TQM


Perspective
HRM
SHORT TERM &
CURRENT
HRD
LONG TERM
Functions
HRM
- Acquiring
- Developing
- Motivating
- Retaining



HRD
- need analysis
- HRD audit
- Developing
- Career enhancement
strategies
- Designing, implementing,
evaluating HRD programs




Activities
HRM
- HRP
- T&D
- Performance
Appraisal
- Compensation

HRD
- Coaching
- Counselling
- Mentoring
- Performance
mapping
- Job enrichment



Challenges
HRM

- Globalisation
- Corporate
reorganisation
- New organisations
- Changing
demographics
- Changing employee
expectations
- New IR approach the
paradigm shift






HRD

- Meeting changed
aspirations
- Keeping pace with
changes: socio-
economic and
technological

HRD in the organizational context
is a process in which the employees
of an organization are continuously
helped in a planned manner

The Definition
The facilitation process
Acquire or sharpen their
capabilities that are required to
perform various functions
associated with their present or
expected future roles
Develop their general capabilities
as individuals, so as to discover and
exploit their inner potentials for
their own or organizational
development purposes

Develop organization culture in
which superior subordinate
relationships, team work and,
collaboration among sub-units is
strong and contributes to the
professional well being, motivation
and pride of employees.


The Connecting Point
The basic premise on which HRD is
based are:
Recognition of Human potential by
analysis of strengths and weaknesses;
Development of potential through
various learning programs;
Optimum utilization of the potentials
thus developed by human resources.

Both aim at:
Commitment
Congruence
Competence
Cost effectiveness

Productivity : the equation
Productivity = Output
Input

HRM and HRD answer the HOW of
increase in productivity by
addressing the most important input
MANPOWER
Productivity
Low labour productivity is often highlighted as a major
factor behind high cost of production and low profits.
.Low productivity leads to loss of market
competitiveness and slow industrial progress.
A set of productivity standards needs to be developed
and established at enterprise level, ensuring that
employees also would gain from productivity growth.
Labour productivity indexing and standardization in
respect of different industries and economic sectors are
to be developed.
Medium and long-term labour productivity targets will
have to be declared based on corresponding projections.
The fact that the skill requirements in the
labour market are constantly rising as a
result of globalization and technological
change is noted.
Talents of young people, and the need to
provide opportunities for them to develop
those talents, are recognized.
More effective and more competent
workers will help enterprises to remain
competitive in global and regional
markets.


THANKYOU.