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Human Resource Development

Module No. 1: Conceptual Analysis of HRD

Introduction
Today, the concept of Human resource development (HRD) is considered seriously by most
of the medium and large scale industrial and business organizations; to keep them self-
competent and forward in the competitive market. In the present context, in the wake of rapid
technological changes, in the liberalized era, employees are perceived as important "Assets
or resources" in the organization and there is an increasing awareness that employees to
undergo value addition that, they are important in giving quality of products and better
customer services. Hence, there is a paradigm shift from purely a labour point of view, to a
resource point of view. The current situation has given a needed fillip for the widespread
promotion of the "HRD concept". Human resource Development aims at the promotion of all
well being of individuals, families, and societies. It deals with creating conditions that enable
people to get the best out of themselves and their lives.

Meaning and Definitions of Human Resource Development (HRD)

Meaning of Human Resource:
The term human resource refers to knowledge, skills, creative abilities, talents, aptitudes,
values and beliefs of an organization's work force. But these resources must be properly
utilized and at the same time improved according to the changes in requirements of the
groups, organization, and society at large, This source should also be developed according to
the needs of the industry. This is the essence of human resource development.
Meaning of Human Resource Development:
Human Resource Development is the process of improving, moulding arid changing the
skills, knowledge, creative ability, aptitudes, attitudes, values, commitment etc. based
on present and future job and organizational requirements. HRD is mainly concerned with
developing the skill, knowledge and competencies of people and it is people - oriented
concept.
Human Resource development is a continuous on -going process which deals with training of
personnel, self - development, performance appraisal and various personnel functions.
Human Resource development in the context of an organization refers to the
improvement in the capacities and capabilities of the personnel in relation to the needs
of the organization. It involves the creation of a climate in which the flower of human
knowledge, skill, capabilities, and creativity can bloom. HRD involves the use of process
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through which the personnel in an organization are prepared to give their best for corporate
objectives and achieve optimum effectiveness in the job roles.
Definitions of Human Resource Development: -
According to American society for Training and Development (ASTD), "HRD is the
integrated use of: -
a) training and development
b) organizational development
c) career development to improve individual, group, and organizational effectiveness".

Adler defines HRD as "organized learning experiences in a definite time period to increase
the possibility of improving job performance and growth."

NATURE / FEATURES /CHARACTERISTICS OF HUMAN RESOURCE DEVELOPMENT (HRD)

some important characteristics of HRD are as follows:
1) Learning /Training: -
The core of HRD is learning. There are ' many other human Resource development areas in
the organization, but uniqueness of HRD is its use of learning to attain individual and
organizational objectives. Employees can learn a great deal through training programmes.
2) Career development: -
HRD focuses attention on the career development of individual employees. Employees are
encouraged to pursue career development through various training programmes. Such career
developments will not only help the employee concerned but also the organization to become
dynamic and growth oriented.
3) Upgrading manpower: -
HRD is basically concerned with the upgrading of manpower working in an organization. This
leads to improvement in the individual performance of an employee and also corresponding
improvement in the organizational performance.
4) Organizational development: -
HRD also focuses on organizational development which is basically a long-term approach
meant to elevate the organization to a higher level of functioning by improving the
performance and satisfaction of its members. This area focuses attention on better
communication and relations throughout the organization. The organization development
experts help individuals and groups to solve any problems in respect of absenteeism. internal
conflicts, low productivity or resistance to change.
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5) Team Spirit: -
HRD plays an important role in developing team spirit and co - operation. It emphasizes on
integration of different departments and various levels of management in a co-ordinated
action.
6) Integrated use of sub – system:-
HRD system involves the integrated use of subsystem such as training and development,
career development, organizational development, performance appraisal, potential
appraisal etc. In other words, emphasis needs to be placed in all possible areas so that
individual, group and organizational efficiency is enhanced.
7) Employee welfare: -
The organization attempts to provide possible welfare measures to the employees. These
measures include recreation facilities, educational allowances, medical insurance etc.
Adequate and timely provision of welfare facilities motivate the employee in order to achieve
organizational objectives.
8) Multidisciplinary approach: -
HRD is dynamic, multidiscipline and evolving field that draws upon education, management
science, psychology, communication, economics, organization behaviour, philosophy and
sociology etc. HRD aims to improve individual, group and organizational effectiveness in all
possible areas. Therefore, it involves the uses of various disciplines of social sciences.
9) Continuous in nature: -
HRD is not a one - time affair. It is a continuous process. Organizations have to change due
to the changes in the environment. Organizations will be in a position to change only when the
individuals and groups in the organization recognize change and adjust their behaviour and
activities as per the changing environment.
10) Potential appraisal: -
Through HRD, the potential of every employee, is assessed periodically. The superior can
judge the potential of his subordinates through interviews, observations or by delegating
authority, or by transfers, promotions and job rotation. A proper potential appraisal assists in
development planning as well as for proper placement.
11) Key element in coping with problems: -
Economic, technological and social trends have created acute problems for business and
industry. Asa result, management have focused attention on HRD as a key element coping
with these problems. This is because such problems can be solved with the help of creative
efforts and competencies of human resources.
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12) Long term benefits :-
HRD programmes are so designed as to generate long-term benefits not only to the individual
employees concerned but also to the organization as a whole.
13) Performance improvement : -
HRD programmes aim at improving the performance of the employees. Through performance
appraisal programme, the organization can find out the strengths and weaknesses of the
employees. The employees are given proper feedback of their performance. Thus, the
employees would make efforts to improve their performance.

Need for HRD

HRD is needed by any organization that wants to be dynamic and growth oriented or to
succeed in a fast changing environment. Organizations can become dynamic and grow only
through the efforts and competencies of their human resource personnel. Policies can keep
the morale and motivation of employees high, but these efforts are not enough to make the
organization dynamic and take it to new directions. Employee capabilities must continuously
be acquired, sharpened and used. For this purpose, an enabling organizational culture is
essential when employees use their initiative, take risks, experiment, innovate and make
things happen the organization may be said to have an enabling culture. This trend goes a long
way in the context of changing scenario of global competition, advances in technology and
open economic environment.
Hence, HRD is needed for the following important purposes: -
a) To update the quality of manpower: -
HRD activities are needed for updating the quality of manpower as per the growing and
changing needs of an enterprise. This avoids managerial obsolescence; the vacancies at
higher levels can be filled in internally due to HRD programmer as they provide training and
opportunities of self- development to employees working at lowest levels.
b) To meet future manpower needs: -
HRD is needed to meet the future manpower needs of the organization. Executives,
managers, supervisors leave the job or retire due to age factor. Competent juniors must take
their positions. HRD is needed to keep ready a team of competent managers as a second line
of defence.
c) To satisfy the demand of self- development of employees:
HRD is needed in order to meet the needs of the employees with regard to self-development
and career development aspirations. Employee demand, training facilities, refresher courses,
promotions and transfers, career guidance etc. for their self-development. HRD programmes
are needed to fulfil self -development and career development of employees.
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d) To face market condition: -
The market conditions have changed considerably during the past few years due to intense
competitions. To face these competitions, employees need to be well - trained.
e) To develop strength for survival: -
HRD programmers are necessary for survival in the present competitive marketing
environment. An enterprise can face market competition only by improving quality, reducing
costs and avoiding wastage. All this is possible through HRD.
f) To face challenges of technological changes: -
Technological changes are taking place rapidly in every area of business. HRD programmes
are needed to absorb technological changes taking place with speed. In fact, introduction of
new technological, computers, automation etc. will be possible only when training is provided
to the manpower.
g) To utilize production capacity fully: -
HRD is needed in order to use the available production capacity to the optimum level. It
provides skilled manpower for this purpose.
h) To facilitate expansion and diversification: -
HRD activities are needed to meet the manpower requirements resulting from expansion and
diversification programs undertaken at the enterprise level. Attention should be given to HRD
much before the introduction of expansion I diversification program.
i) To create stable labour force: -
HRD programs are needed in order to create stable, efficient, skilled and matured manpower
required by an enterprise for the present and future period.
j) To make optimum use of national resource: -
HRD tries to avoid all kind of lop-sided developments shortfalls in performance and waste of
national resources. Therefore, it is necessary to conduct HRD program not only at
organization level, but also at government levels throughout the country.
k) To meet challenges of industrial development: -
In modern days Industrial development has created a problem of inadequate trained
personnel at all levels in business undertakings. HRD, thus bridges the gap of adequate
knowledge and skills.
m) To control labour costs: -
HRD ensures control of labour costs by avoiding both shortage and surplus of manpower in
the organization. Through effective human resource planning, the organization can identify
manpower requirements. If there is a shortage of manpower, then adequate and timely
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Human Resource Development

measures are taken to recruit employees. Again, if there is surplus manpower, timely
measures can be taken to replace or terminate the surplus manpower.

HRD for organisational effectiveness/Importance of HRD

Human Resource, along with financial and material resources - contribute to the production
of goods and services in an organization. Physical and financial resources by themselves
cannot improve efficiency or contribute to an increased rate of return on investment. It is
through the combined and concerted efforts of people that monetary or material resources
are help to achieve organizational goals. But these efforts, skills and efficiencies should be
increased from time to time to increase production. This is where HRD plays a crucial role.
The significance of HRD can be seen from the following viewpoints: -
(A) At the enterprise level: -
a) The success of an organization depends largely upon the capability, competence,
efficiency and effectiveness of its human resources.
b) The HRD system is an essential tool of management to develop a strong sense of capability.
c) HRD is helpful in fulfilling of committed goals of individuals, organization, and society. It
increases the capability and efficiency of individuals which is likely to reflect itself in the long
run in individual well-being,
d) HRD develops the capabilities and effectiveness of employee in the organization. It brings
out the untapped energy, performance and creativity.
e) It is a scientific method for the development of personnel by creating healthy organizational
climate, motivating human resources, developing teamwork and creating commitment.
9 HRD motivates the employees to use their hidden talent for higher productivity.
g) HRD develops strong superior - subordinate relationship, creates job satisfaction, improves
organizational health and the employee morale, team spirit and loyalty.
h) The sense of belonging or "we-feeling" in the minds of employees and awareness of larger
organizational goals.
i) HRD is significant factor in determining growth and prosperity of business enterprise.
I) It helps in proper manpower planning and training.
m) It promises to fulfil the career aspirations of the work force.
n) It meets the future requirement of the working force in the light of organizational goals.
(B) At the individual level: -
Effective management of human resources can help individual as: -
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Human Resource Development

a) cooperative employees to work as team.
b) Individuals can be given full opportunities to rise.
c) Individuals with proper motivation can utilize their talents in the best possible manner.
d) HRD provides dignity to each employee by recognizing his abilities.
(C) At the social level: -
a) Employment opportunities multiply.
b) Scarce talents are put to best use. Companies that pay and treat people with dignity always
race ahead of others and deliver excellent results.
c) Satisfied individual employees can also contribute to society by joining different
organization.
d) Employee's social status is increased by providing them more responsible position.
e) Society also prepares individuals to work hard and contribute to the organization by
recognizing their talents.
f) HRD seeks proper utilization of human resource and eliminate waste.
g) HRD provides suitable jobs to people.
(D) At the national level: -
A nation becomes rich when its people are best utilized for the development of the economic
enterprises. Individual's abilities, talents, skills and knowledge are put to use for increasing
the nation's economic and material progress. They become the nation's natural resources.

HRD Department and its task/Functions of HRD

The functions of HRD can be broadly classified into 3 categories
(1) Managerial functions
(2) Operative function
(3) Advisory functions.

1) Managerial functions: - It involves (i) planning ii) organizing, iii) directing and iv) controlling.
i) Planning: -
According to the ultimate goals, the HRD plans for day-to-day activities as well as long- term
programmes. HRD involves planning of human resources, requirements, recruitment,
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selection, training etc. It also involves forecasting of personnel needs, changing values,
attitudes and behaviour of employee and their impact on organization.
ii) Organizing: -
An organization is a means to an end. It is necessary to carry out determined course of action.
HRD maintains the relationship between the specialized departments and the general
department and gives them advice.
iii) Directing: -
To execute the plan HRD motivates commands, leads and activates people. Through proper
direction, it is possible to secure willing and effective cooperation of employees. Sound
industrial and human relations can be built through proper instructions.
iv) Controlling: -
It means to verify the performances whether they are in accordance with the plans and
directions. if in this process, any deviation is located, then correcting those errors is also done
immediately. Controlling is done by auditing training programmes, analysing labour turnover
records, directing morale, surveys, conducting separate interviews etc.
2) Operative functions: -
Giving job is the first function of HRM. For this, the development has to go for job analysis,
human resource planning, recruitment selection, placement, induction and internal mobility.
A) Employment - creating jobs and recruiting people to those jobs is the first function: -

• Job analysis: This involves studying and collecting information relating to the
operations and responsibilities of a specific job.
• Human Resource Planning: - It is a process for determination and assuring that the
organization will have an adequate number of qualified persons available at proper
time, performing jobs which would meet the requirements of the organization and
which can also give satisfaction to individuals
• Recruitment: - it is the process of searching for prospective employees and
stimulating them to apply for jobs in an organization.
• Selection- Arranging for interviews for selecting right kind of employees.
• Placement: - Placing the selected candidate in suitable job positions.
• Training- Inducing and orienting the new candidates to the atmosphere of the
organization and developing proper attitudes among them.
B) Human Resource Development: - This is the process of improving, moulding and
changing the skills, knowledge, creative abilityaptitude, values, attitude, commitment etc.
based on present and future job and organizational requirements.
C) Determine salaries, wages or benefits etc: - This process involves job evaluation, wage
and salary survey and determining wage structure.
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D) Human relations: -Practicing various human resource policies and programmes like
employment development and compensation, and interaction among employees creates a
sense of relationship between the individual worker and management, among workers, trade
unions and management.
E) Effectiveness of Human resource management: -This can be measured by means of
organizational health and human resource auditing.
3) Advisory functions: - Human resource manager has specialized education and training in
managing human relations. He is an expert in his area and so can give valuable advice on
matters relating to human resources of the organization. He offers his advice to :

• Top management in formulation and evaluation of personnel programmes, policies

and procedures, achieving and maintain good human relations and high employee
morale;
• Departmental heads on matters such as manpower planning, job analysis and design,
recruitment and selection placement, training, performance appraisals etc.

MULTIPLE GOALS OF HRD

The multiple goals of HRD are given bellow:

1. Skill Enhancement: One of the primary goals of HRD is to improve employees' skills,
knowledge, and competencies relevant to their roles. This includes technical, soft and
leadership skills.
2. Performance Improvement: HRD aims to enhance individual and team and
performance, leading to increased productivity, efficiency, and effectiveness
3. Employee Engagement: Engaged employees are more committed and motivated.
HRD initiatives foster engagement by providing opportunities for learning, growth,
and personal development.
4. Career Development: HRD supports employees in advancing their careers within the
organization. This includes creating pathways for promotion, providing development
opportunities, and offering mentorship.
5. Leadership Development: Developing leadership skills is crucial for organizational
growth. HRD focuses on identifying and nurturing future leaders, equipping them with
the skills to guide teams and make strategic decisions.
6. Succession Planning: HRD plays a key role in identifying and preparing employees for
leadership positions that might become vacant due to retirement, resignation, or other
reasons.
7. Adaptation to Change: Organizations often undergo changes, and HRD helps
employees adapt by providing training and resources to cope with transitions, such as
technological advancements or organizational restructuring.
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8. Cultivating a Learning Culture: HRD promotes a culture of continuous learning, where
employees are encouraged to seek knowledge, share insights, and collaborate with one
another.
9. Knowledge Management: HRD facilitates the transfer and retention of organizational
knowledge. This ensures that valuable expertise is preserved even as employees come
and go.
10. Innovation and Creativity: HRD fosters innovation by encouraging employees to
think creatively, challenge the status quo, and contribute new ideas to improve
processes and products.
11. Diversity and Inclusion: HRD promotes diversity and inclusion by offering training
that raises awareness of biases, fosters inclusive behaviours, and ensures that all
employees are treated equitably.
12. Employee Well-being: HRD initiatives that focus on well-being, work-life balance, and
stress management contribute to a healthier and more satisfied workforce.
13. Improved Communication: Effective communication is crucial for a successful
organization. HRD programs can enhance communication skills, leading to better
collaboration and understanding among employees.
14. Customer Satisfaction: By improving employees' skills and attitudes, HRD indirectly
impacts customer satisfaction through better service quality and interactions.
15. Alignment with Organizational Goals: Ultimately, HRD goals should align with the
strategic objectives of the organization, ensuring that employee development
contributes to the achievement of broader business goals.

Employee Empowerment (15 marks)

Employee empowerment is a management approach that involves giving employees the
authority, autonomy, and responsibility to make decisions, take ownership of their work, and
contribute to the organization's success. It is based on the belief that employees who feel
empowered are more engaged, motivated, and committed, leading to improved performance
and overall organizational effectiveness.
BENEFITS OF EMPLOYEE EMPOWERMENT
1. Increased Motivation: Empowered employees feel a sense of ownership over their
work, leading to increased motivation and a stronger commitment to achieving goals.
2. Improved Job Satisfaction: Empowerment enhances job satisfaction as employees
more control over their work and can see the direct impact of their efforts.
3. Enhanced Creativity and Innovation: Empowerment encourages employees to
contribute their ideas and solutions, fostering a culture of innovation and creative
thinking.
4. Higher Engagement: When employees are empowered to make decisions, they be
more engaged with their work and the organization, leading to higher levels of
productivity and performance and performance.
5. Faster Decision-Making: Empowerment reduces the need for hierarchical app
enabling quicker decision-making and responsiveness to challenges.
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6. Reduced Micromanagement: Empowerment reduces the need for constant
supervision, freeing managers to focus on strategic tasks rather than overseeing every
detail.
7. Skill Development: Empowerment initiatives often include training and development,
to skill enhancement and career growth for employees.
8. Better Customer Service: Empowered employees can make real-time decisions to
customer needs, resulting in improved customer service.
9. Higher Employee Retention: Empowerment creates a positive work environment
where employees feel valued and influential. This can lead to reduced turnover.
10. Employee Growth: Empowerment opportunities allow employees to take on new and
responsibilities, supporting their professional development.

PROCESS OF EMPLOYEE EMPOWERMENT

The process of employee empowerment involves a systematic approach to giving employees
the authority, autonomy, and responsibility to make decisions and take ownership of their
work. It requires a supportive organizational culture and well-defined strategies to ensure that
empowerment efforts are successful. Here are the key steps in the process of employee
empowerment
1. Establish a Supportive Organizational Culture:
Create a culture that values open communication, mutual respect, and trust between
employees and management. Encourage managers to be mentors and facilitators
rather than controlling supervisors.
2. Clearly Define Objectives:
Clearly communicate the objectives and goals of the empowerment initiative to all
employees. Explain how empowerment aligns with the organization's overall mission
and strategic goals.
3. Identify Empowerment Opportunities:
Identify specific areas where employees can have decision-making authority and
autonomy. Determine which processes and tasks can be delegated to employees
without compromising quality and efficiency.
4. Provide Training and Skill Development:
Offer training programs to equip employees with the skills and knowledge they need to
take on new responsibilities. Provide resources for continuous learning to ensure that
employees are confident in their empowered roles.
5. Communicate Expectations:
Clearly communicate the expectations and boundaries of employee empowerment.
Define the scope of decision-making authority and the level of accountability.
6. Delegate Decision-Making Authority:
Gradually delegate decision-making authority to employees based on their
capabilities and readiness. Encourage managers to let go of micromanagement and
allow employees to take ownership of their work.
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7. Provide Necessary Resources:
Ensure that employees have the resources, tools, and information they need to make
informed decisions. Address any challenges or obstacles that may hinder their ability
to perform effectively.
8. Encourage Collaboration:
Promote collaboration among employees by encouraging them to share ideas,
insights, and best practices. Facilitate cross-functional teams and projects that allow
employees to work together on initiatives.
9. Recognize and Reward Empowerment:
Recognize and celebrate instances where employees make positive contributions
through their empowered decisions. Offer rewards and incentives to acknowledge
their efforts and achievements.
10. Provide Feedback and Support:
Offer regular feedback on employees' empowered decisions and actions. Provide
coaching and guidance when needed, but avoid taking over the decision-making
process.
11. Monitor and Evaluate:
Continuously monitor the outcomes of employee empowerment efforts. Evaluate the
impact of empowerment on employee engagement, performance, and organizational
outcomes.
12. Adjust and Improve:
Based on feedback and evaluation results, make adjustments to the empowerment
process as needed. Continuously seek ways to improve the empowerment experience
for both employees and the organization.

HRD Mechanism (15marks)

Human Resource Development (HRD) mechanisms refer to the various strategies, processes,
and tools that organizations use to enhance the skills, knowledge, abilities, and overall
performance of their employees. These mechanisms ensure that employees are equipped to
meet the challenges of their roles and contribute effectively to the organization's goals.
Here are some common HRD mechanisms:

1. Training and Workshops: Organizations conduct training sessions and workshops to

provide employees with specific skills and knowledge required for their roles. These
can be conducted in-person or virtually and cover a wide range of topics, from
technical skills to soft skills.
2. E-Learning and Online Courses: E-learning platforms and online courses offer
employees the flexibility to learn at their own pace and convenience. This is especially
useful for continuous learning and upskilling.
3. On-the-Job Training (OJT): Employees learn by doing their actual job tasks. This
practical leaming method is particularly effective for roles that involve hands-on skills
and experiences.
4. Coaching and Mentoring: Experienced employees or external experts provide
guidance and advice to less-experienced individuals, helping them develop their skills
and navigate their careers.
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5. Leadership Development Programs: Organizations identify high-potential
employees and provide them with specialized programs to develop leadership skills
and qualities.
6. Performance Appraisals: Regular performance evaluations provide feedback on an
employee's strengths and areas for improvement. This forms the basis for creating
individual development plans.
7. 360-Degree Feedback: This involves collecting feedback from various sources,
including peers, supervisors, and subordinates, to provide a comprehensive
assessment of an employee's performance and development needs.
8. Job Rotation: Job rotation involves transferring the trainee from one job to another
within the department on a systematic basis. Employees are moved through different
roles within the organization to gain a broader understanding of the business and
develop new skills.
9. Succession Planning: Organizations identify key positions and prepare potential
candidates to assume these roles in the future. This ensures a smooth transition when
vacancies arise.
10. Skill Development Programs: These programs focus on enhancing specific technical
or functional skills required for specific job roles.
11. Cross-Functional Training: Employees are trained in areas outside their core
responsibilities, allowing them to contribute effectively in various capacities and
promoting a more versatile workforce.
12. Feedback and Feedforward Systems: Regular feedback and feedforward
mechanisms encourage continuous improvement and facilitate employee
development based on real-time insights.
13. Career Development Plans: HRD professionals work with employees to create
personalized career development plans that outline their goals and the steps required
to achieve them.
14. Knowledge Sharing Sessions: Regular sessions or platforms where employees can
share their expertise and experiences with colleagues promote a culture of learning
and collaboration.
15. Employee Assistance Programs (EAPs): EAPs provide resources and support for
employees facing personal or professional challenges, enhancing overall well-being
and performance.