HUMAN RESOURCE DEVELOPMENT (HRD)

HRD a Humanistic Concept - People can do better, they do wonders, trust them, empower them, involves them. - Focus on strength of people and help them to over come their weakness. - Integrate their needs and aspirations of individuals into the strategic goals and mission of an organisation for better results. - Encourage individual initiative and response by providing a fostering culture (openness, trust, collaboration, mutuality etc)

Need for HRD

HRD is must for an organisation to succeed in fast changing environment. Organisation can become dynamic and grow only through the efforts and competencies of their human resources. Organisational culture is essential when employees use their initiative take risks, experiment, innovate and make things happen, the organisation may be said to have an enabling culture. Even if an organisation has reached its limits of growth, needs to adapt to the changing environment. No organisation is immune to the need for processes that help to acquire and increase its capabilities for stability and renewals.

OBJECTIVES OF HRD HRD aims at developing:

Capabilities of each employee as an individual Capabilities of each individual in relation to his or present role. Capabilities of each employee in relation to his or her future expected roles. Dyadic relationship between each employee and his or her employer. Team spirit and functioning in every organisation. Collaboration among different units of the organisation Organisational overall health and self renewing capabilities.

FEATURES OF HRD
HRD is process by which employees of an organisation are helped to develop themselves and develop organisation. It has the following features: (i) HRD is a system (ii) HRD is a planned process (iii) HRD involves in development of competencies (iv) HRD is interdisciplinary concept (v) HRD improves Quality of people

FEATURES OF HRD
HRD involves in development of competencies Development of competencies is developed at 4 levels:
Individual Level: Employees are made to realise their importance along in tune with overall goals and expectations to other people. By enriching and redesigning jobs, the roles of company are made more meaningful and interesting. interpersonal Level: More stress is laid on developing relationships based on trust , confidence and help. Group Level: Task forces, cross functional teams are created to cement inter group relations. HRD is inter-disciplinary concept: Amalgamation of various ideas, concepts, principles and practices drawn from a number of soft sciences such as sociology, psychology, anthropology, economics etc. HRD improves quality of life: HRD enables the employee discover and utilises his capabilities in service of organisational goals. He finds a new meaning in work, when managers support such initiative through incentive plans and challenging work assignments. The whole effort of HRD, thus is focused on improving the quality of life of employees working at various levels in an organisation.

BENEFITS OF HRD
1. HRD improves capabilities of people. They become innovative and enterprising, even eager to take risk and get ahead. It improves all round growth of an employee. Feed back and guidance from superiors help employees grow continually and show superior performance. HRD improves team work. Employees become more open and trust each other. The organisational climate, too improves a lot. HRD leads to greater organisational effectiveness. Appropriate employee-centered policies help the organisation achieve its goals more efficiently. Performance related rewards help employees realise the importance of utilising their skills fully in the service of Organisational goals. The organisations overall health and self renewing capabilities, too improve quite significant ally.

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