1. HUMAN RESOURCE
DEVELOPMENT:
THE NEED OF THE HOUR

2.  A powerful human resource development (HRD) system is the
most valuable asset of organizations of this century, where an
enterprise’s productivity is closely linked with its human
resource managerial and developmental systems.
 HRD is mainly concerned with developing the skills, knowledge
and competencies of people and it is people-oriented concept.
 HRD is a set of systematic and planned activities designed by an
organization to provide its members with the necessary skills to
meet current and future job demands
 The goal of HRD is to improve the performance of the
organization by maximizing the efficiency and performance of
the people. The aim of the study is to focus on the need of
development of human resources in the present scenario.

3. OBJECTIVES
 To stress the importance of Human Resource Development in a
globalised era
 To highlight the relationship between performance appraisal and
Human Resource Development.
 To emphasize the Human Resource Development Functions.
 To specify the problems of HRD in India
 To focus the challenges ahead in the Human resource identification
and developing skills.
METHODOLOGY
 The present paper is purely analytical in nature. The discussion in this
paper is based on secondary data available from different published
and un-published source. Some information which is relevant is also
obtained from visit in websites

4. It is no surprise that HRD has become a real issue for
numerous business organizations because it offers of hightech management principle which can bring more profit.
 It is aimed to help organizations to become competitive
through possessing workforce qualified in different up-todate directions
 HRD is needed by any organization that wants to be
dynamic and growth oriented or to successes in a fast
changing environment
 Organization can become dynamic and grow only through
the efforts and competencies of their human resources
 HRD can be ‘a platform for organizational
transformation, a mechanism for continuous
organizational and individual renewal and a vehicle for
global knowledge transfer

5. 1.PERFORMANCE APPRAISAL AND HRD
The process of performance appraisal helps the employees and the
management to know the level of employee's performance compared to
the standard/pre-determined level.
 Performance appraisal is essential to understand and improve the
employee's performance through HRD.
 Performance appraisal is necessary to measure the performance of the
employees and the organization to check the progress towards the
desired goals and aims.
 It helps to rate the performance of the employees and evaluate their
contribution towards the organizational goals.
 If the process of performance appraisals is formal and properly
structured, it helps the employees to clearly understand their roles and
responsibilities and give direction to the individual’s performance.

6.  Training is an educational process. People can learn
new information, re-learn and reinforce existing
knowledge and skills, and most importantly have time
to think and consider what new options can help them
improve their effectiveness at work.
 Effective trainings convey relevant and useful
information that inform participants and develop
skills and behaviors that can be transferred back to the
workplace. Training can be offered as skill
development for individuals and groups.

7.  Every business and work process eventually requires
that people make decisions to do the right thing. For
employees to act appropriately there must be
employee motivation that is a natural growth from
employee development and employee empowerment.
Usually an active employee empowerment training
development is required to develop employee
empowerment.

8. Various needs of human beings serve as driving forces
for their behavior. In the context of these needs, an
organization tries to govern the behavior of its
employees to satisfy their needs. The objects which are
perceived to satisfy the needs are broadly called as
incentives. It is adopted for raising the motivational
level in the employees.The factors must be kept in
consideration when going to determine some
compensation plans the factors can be output, the
relationship between output and effort, the degree of
standardization, requirement of quality over quantity
and competitive conditions.

9. The common challenges faced by HRD professionals are
 Culture or attitude
 Technology or skills
 Values of behavior
 Knowledge or information
 Life style or habits
 Knowledge of new practices
 Environment

10. Human resource development is the developing the potential to lead in
fundamentally changing the nature of organization, management and
work. HRD creates employees with a sufficient qualification to satisfy
the company’s requirements and works in three basic directions of the
personnel development,professional skills, human skills and
motivation. HRD is a relatively young field, and there are significant
challenges to its future. Failing to acknowledge these challenges will
increasingly marginalize HRD within organizations. The tasks seen as
central to the HRD profession will be taken on by others who work in
professions more focused on delivering and measuring
outcomes, thinking and working systemically, with a sounder
theoretical base, with clear standards and ethical codes, with stronger
professional bodies and competent practitioners. Such a development
converts each employee an integral part of the company’s mechanism.
It works with the notion that strong employees bring advantages and
weak ones bring consequences, so one of the tasks of HRD is to provide
strong personnel representatives and improve the company’s results in
its sphere of activity.