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PRESENTATIONONHRD CONCEPTS ANDCHALLENGESBY MD AKHTAR ALAM
CONTENTS• Introduction to HRD• Meaning of HRD• Definition of HRD• Objectives• HRD functions• Need for HRD• Subsystem of HRD• Training and Development• Challenges Of HRD
Introduction to H R D• HRD is development processes were itfocuses on improving the existingcapabilities of employees and helpingthem to acquire new capabilities requiredfor the achievement of organizational andindividual goals.• Human Resource Development is theintegrated use of training, organization,and career development efforts to improveindividual, group and organizationaleffectiveness. HRD develops the keycompetencies that enable individuals inorganizations to perform current andfuture jobs through planned learning
MEANINGIt is the process of increasing thecapabilities of HR through development.It is a process of adding values toindividuals, teams, organization ashuman system.
Definition of HRD• A set of systematic and planned activitiesdesigned by an organization to provide itsmembers with the necessary skills to meetcurrent and future job demands.• Harbison and Myers have defined HRD as theprocess of increasing the knowledge, skills andcapabilities of all the people in a country.
OBJECTIVES• Develop human resource of the companycontinuously for better performance to meetobjectives.• Provide opportunity for development ofdifferent level of employees.• suitable need based training programs• Prepare newly inducted staff to perform theirwork with high level of competency andexcellence.• Meet social obligations of industry to contributetowards the excellence of technical andmanagement education.
OBJECTIVES• Assist the existing and potential customers inthe better use of our equipments by trainingthe employees.• Promote a culture of creativity, innovation,human development, respect and dignity.• Achieve excellence in every aspect of workinglife.• Create environment for the trainees conduciveto their character building.
HRD Functions• Providing skill input to apprentices and trainees• Identifying training needs and imparting training• Outside deputation for competencyenhancement• Competency mapping• Organisational development activities• Conducting sessions and workshops• Training and development (T&D)
THE NEED FOR HRD:• BUSINESS AND ECONOMICS CHANGED• TECHNOLOGICAL CHANGES• ORGANISATIONAL CHANGE• SOCIAL,LEGEL & OTHER CHANGES
THE NEED FOR HRD• Implementing a new policy• Implementing a strategy• Effecting organisational change• Changing an organisation’s culture• Meeting changes in the external environment• Solving particular problems
Sub systems of HRD1. Performance Appraisal2. Potential Appraisal3. Career Planning and Development4. Counseling5. Feedback6. Training and Development7. Organizational Development8. Rewards9. Employees Welfare10.Quality of Work Life
Training and Development(T&D)• Training – improving the knowledge, skillsand attitudes of employees for the short-term, particular to a specific job or task –e.g.,– Employee orientation– Skills & technical training– Coaching– Counseling
Training and Development(T&D)• Development – preparing for futureresponsibilities, while increasing thecapacity to perform at a current job– Management training– Supervisor development
Benefits of Training andDevelopment• Training and development helps theemployees to achieve their personalgoals which in turn help to achieve theoverall organizational objectives.• Thus, we can bifurcate the benefits oftraining and development into two broadheads:• Organizational benefits• Personal benefits
Challenges for HRD• Changing workforce demographics• Competing in global economy• Eliminating the skills gap• Need for lifelong learning• Need for organizational learning• Technological changes• Greater employee Retention andcommittment
Summary• HRD is too important to be left toamateurs• HRD should be a revenue producer, not arevenue user• HRD should be a central part of company