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  1.  HRD ● Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge and abilities. ● A set of systematic and planned activities designed by an organization or HR department to provide its members with the necessary skills to meet current and future job demands.
  2.  Linkage Between HRM and HRD ● Human Resource Management (HRM) has many functions. ● Human Resource Development (HRD) is just one of the functions within HRM  Functions of HRD 1. Training and development (T&D) 2. Organizational development 3. Career development
  3. ● Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task. ○ Employee orientation ○ Skills & technical training ○ Coaching ● Development– Preparing for future responsibilities, while increasing the capacity to perform at a current job ○ Management training ○ Supervisor development 1. Training and development (T&D)
  4. 2. Organizational development ● The process of improving an organization’s effectiveness and member’s well- being through the application of behavioral science. ● Focuses on both macro- and micro-levels ● HRD plays the role of a change agent
  5. 3. Career development ● Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. ○ Career planning ○ Career management
  6.  HRD & HRM ● Human Resource Management (HRM) is management of work force of an organization – understanding how to manage the different people working together in a organization ● Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. ● HRM is a management function that helps managers recruit, train and develop members for an organization.
  7. HRD Meaning ● A human resource development is set of planned and systematic activities designed by an organization to provide opportunities to its members to learn skills necessary for the present and future job requirements. ● The process of HRD involves the development of expertise in the employee through organizational development and training and development. ● The aim of HRD is to improve the performance of the employees. The three main areas of human resource development are human resource management, quality improvement and career development.
  8. Functions of HRM ● Recruitment and selection ● Staffing ● Training and development ● Compensation management ● Performance appraisal ● Employee welfare ● HR planning ● Organizing
  9. HRD Concept ● More importance given to people in organization. ● Consider the human assets are the most important asset in the org. ● it helped to emerge humanism in organization. ● Earlier concept was that the employee motivation emphasize on salary and other benefits. ● So organizations focused on salary and incentives. ● Now they consider workers as human beings who have their-own needs, motivation expectation, and their contribution to the organization is much better than any other resource being used there.
  10. ● The motivated employees may contribute a great deal to the achievement of organizational goals ● This positive views about the employees are core of the concept of HRD ● Another concept is that the investment in human resource will return the highest productivity. ● Another one is, the organization has an obligation to the society, that they should also have to invest for the development of the society.
  11. Components of HRD  There are mainly three components of HRD 1. Individual development 2. Career development 3. Organizational development
  12. Individual development ● Individual development refers to the development of new knowledge, skills, and/or improved behaviors that result in performance enhancement and improvement related to one's current job (training). ● Learning may involve formal programs, but is most often accomplished through informal, on-the-job training activities.
  13. Career development ● Career development focuses on providing the analysis necessary to identify the individual interests, values, competencies, activities, and assignments needed to develop skills for future jobs (development). ● Career development includes both individual and organizational activities. ● Individual activities include career planning, career awareness, and utilizing career resource centers. Organizational activities include job posting systems, mentoring systems, career resource Centre development and maintenance, using managers as career counsellors, providing career development workshops and seminars, human resource planning, performance appraisal, and career pathing programs.
  14. Organizational development ● Organizational development is directed at developing new and creative organization solutions to performance problems by enhancing appropriates among the organization's structure, culture, processes, and strategies within the human resources domain. ● In other words, the organization should become a more functional unit as a result of a closer working relationship among these elements. ● The ultimate goal of organizational development is to develop the organization's self-renewing capacity ● This refers to the organization's ability to look introspectively and discover its problems and weaknesses and to direct the resources necessary for improvement.