BAG TECHNIQUE Bag technique-a tool making use of public health bag through wh...
human resource development
1.
2. THE CONCEPT OF HUMAN
RESOURCE DEVELOPMENT
Human resource development may be defined as a
continuous process to ensure the development of
employee competencies, dynamism, motivation and
effectiveness in a systematic and planned way.
3. OBJECTIVES
• Develop the constructive mind and overall personality of each
employee.
• Develop each individuals capabilities to perform the present
job well and to handle future likely roles.
• Develop and maintain a high level of motivation among the
employees.
• Strengthen superior-subordinate relationships.
• Develop the sense of team sprit, team work and inter-team
collaboration.
• Develop the organisational health, culture and climate.
4. BENEFITS OF HRD
• It helps in the integrated growth of its employees.
• It helps employees to know their strengths and weakness and
thus enable them to improve their performance and that of the
organisation.
• It generates valid data about employees for personnel
functions like training, placement, selection, promotion etc.
• It insists on the provision of feedback and guidance to the
employees by the superior for the improvement of their
performance
• It leads to greater organisational effectiveness.
5. CRITICAL FUNCTIONS OF HRD
• Planning for future manpower needs
• Attracting and recruiting the best people available
• Utilising the people selected by eliciting their best performance
• Identify the training needs and imparting training
• Competency mapping and organisational development activities
• Conducting sessions and workshops
• Developing an ethos of cooperation and teamwork toward the
achievement of organisational goals and shared values
6. HRD CLIMATE
• HRD Climate is an integral part of general organisational
climate.
• HRD climate may be defined as perceptions the employee have
of the developmental environment of an organisation
• HRD climate contributes to the organisations overall health
and self-renewing capabilities which, in turn, increase the
enabling capabilities of individual, teams and the entire
organisation.
7.
8. HRD and HRM are both practices that deal with human
resources of a company. Usually in large organizations, there
exists entire departments dedicated to HRM where trained
professionals work together solely towards the amelioration of
this aspect, dealing with both HRD and HRM functions.
• HRD deals with functions such as performance development
and management, training, career development, mentoring,
coaching, succession planning, tuition assistance, key employee
identification, etc. HRM deals with functions such as employee
training, recruitment, performance appraisals as well as duly
rewarding the employees.
• HRD is a part of HRM. HRM deals with all HR initiatives while
HRD only deals with the development factor.
• HRM functions are more formal than of HRD functions.
9. Human resource
management
Human resource
development
HRM deals with all aspects of
the human resources function
HRD only deals with the
development part.
HRM is concerned with
recruitment, rewards among
others
HRD is concerned with
employee skills development.
HRM functions are mostly
formal
HRD functions can be
informal like mentorship.
HRM is a routine and
administrative process
HRD is continuous process
