INTRODUCTION:

 HRM differs with HRD in a sense that HRM is

associated with management of human
resources while HRD is related to the
development of employees. Human Resource
Management is a bigger concept than Human
Resource Development.
 The former encompasses a range of
organizational activities like planning, staffing,
developing, monitoring, maintaining, managing
relationship and evaluating whereas the latter
covers in itself the development part i.e.
training, learning, career development, talent
management, performance appraisal, employee
engagement and empowerment.
 Comparison Chart

Basis for Comparison HRM HRD

Human Resource Human Resource

Management refers to Development means a
the application of continuous
principles of development function
Meaning
management to that intends to improve
manage the people the performance of
working in the people working in the
organization. organization.

Subset of Human
What is it? Management function.
Resource Management.

Function Reactive Proactive

Basis of comparison HRM HRD

To develop the skills,

To improve the
knowledge and
Objective performance of the
competency of
employees.
employees.

Process Routine Ongoing

Dependency Independent It is a subsystem.

Development of the
Concerned with People only
entire organization.
 Human Resource Management (HRM) is a
branch of management; that is concerned with
making best possible use of the enterprise’s
human resources, by providing better working
conditions, to the employees. It involves those
activities that arrange and coordinates the human
resources of an entity. Further, it aims at
maintaining good relations at various levels of
management.
 Human Resource Development (HRD) is a wing
of HRM that keeps focusing on the growth and
development part of the organization's manpower.
 HRD refers to the development of people working
in an organisation. It is a part of HRM; that aims at
improving skills, knowledge, competencies, attitude
and behaviour of employees of the organisation.
The purpose of the HRD is to empower and
strengthen the abilities of the employees so that
their performance will get better than before.
HRD and HR

 HR can be termed as Human Resource

Function or HRM Human Resource
Management

 HRD Stands for Human Resource

Development
 Everybody wants to learn and develop new
skills, knowledge and attitudes.
 Organizations responsibility to provide such
opportunities.
 Employees also should voice out what they
want.
 Its scope includes all employees
WHAT IS HRD….?

HRD IS THE PROCESS OF

INCREASING KNOWLEDGE,
SKILLS,CAPABILITIES AND
POSITIVE WORK ATTITUDE
AND VALUE OF ALL PEOPLE
WORKING AT ALL LEVELS
IN A BUSINESS
UNDERTAKING.
Emergence of HRD

 Employee needs extend beyond the training

classroom
 Includes coaching, group work, and problem
solving
 Need for basic employee development
 Need for structured career development
Relationship Between HRM and
HRD

 Human resource management (HRM)

encompasses many functions
 Human resource development (HRD) is just
one of the functions within HRM
 HRD is an integrated and interdisciplinary
approach to the development of human
resources in the org.

For the development of an org., the prerequisite is

to develop the human resources . HRD will
involve upgrading the skills, extending the
knowledge and competencies of human
resources.
The main aim of HRD is to bring about an all
round development of the people in the org. so
that they can contribute their best to the org.,
society and nation.
Definition

 It is a process of encouraging employees

to improve their competencies for the
effectively carrying out their present and
future roles.
Definition of HRD

 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.
 Definitions:

 Acc. To C. LEON MAGGINSON:

“HRD may be defined as development of people by
providing the right environment where each
individual may grow to his fullest potentialities.
human resources are viewed as total knowledge ,
skills, creative abilities, talents and aptitudes of an
org”s workforce as well as values, attitudes and
beliefs of individuals involved”
 ACC. To L.P. SINGH;

“HRD refers to improvement in the capacities

and capabilities of the personnel in relation to
the needs of that particular sector. It involves
the creation of a climate in which the flower
of human knowledge, skills, capabilities,
creativity can bloom.”
 HRD is the essential ingredient of any human
resource system poised to achieve
productivity, quality, efficiency and
effectiveness. HRD may be defined as
development of people by providing the right
environment where each individual may grow
to his fullest potentialities.
Features of HRD:

 Planned and systematic approach

 Continuous process
 Inter disciplinary approach
 HRD involves development of competencies
 HRD improves quality of life
 Both micro and macro aspects (core of all
development activities in the sense of improvement
of quality of life of people of a nation)
Features of HRD
HRD is a process by which the employees of an organisation are helped
to help themselves and develop the organization. It has the following
features
 HRD is a system
 HRD is a planned process
 HRD involves the development of competencies at the
Individual level
Interpersonal level
Group level
Organisational level
 HRD is an inter disciplinary concept
 HRD is a way of improving the quality of working life
 Objectives of the HRD:
 To provide a comprehensive framework for the overall
development of people in the org.
 To develop the constructive mind and overall personality of
each individual in org.
 To develop the capabilities of each individual in relation to his
present and expected future roles
 To develop the high levels of motivation of employee
 To develop the sense of team spirit ,team work and
collaboration in the org.
 To develop the overall health and self renewing capabilities of
total org,
 To generate systematic info. About human resource for the
purpose of manpower planning, placement, succession
planning , etc.
 Other objectives:

 Develop human resource of the company continuously for better

performance to meet objectives.
 Provide opportunity for development of different level of employees.
 suitable need based training programs
 Prepare newly inducted staff to perform their work with high level of
competency and excellence.
 Meet social obligations of industry to contribute towards the
excellence of technical and management education.
 Promote a culture of creativity, innovation, human development,
respect and dignity.
 Achieve excellence in every aspect of working life.
 Create environment for the trainees conducive to their character
building.
Functions of HRD

 "organized learning activities arranged within

an organization in order to improve
performance and/or personal growth for the
purpose of improving the job, the individual,
and/or the organization"
 HRD includes the areas of training and
development, career development, and
organization development
HRD Functions

 Training and development (T&D)

 Organizational development
 Career development
Training and Development (T&D)

 Training – improving the knowledge, skills

and 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 future

responsibilities, while increasing the capacity
to perform at a current job
– Management training
– Supervisor development
Organizational Development

 The process of improving an organization’s

effectiveness and member’s well-being
through the application of behavioral science
concepts
 Focuses on both macro- and micro-levels
 HRD plays the role of a change agent
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
HRD Functions

 Providing skill input to apprentice and trainees

 Identifying training needs and imparting training
 Outside deputation for competency enhancement
 Competency mapping
 Organisational development activities
 Conducting sessions and workshops
 Training and development (T&D)
Dimensions of HRD Climate

 Top Management Belief In HRD

 Supervisory Subordinate Relations
 Personnel Policies And Personnel System
 Team Spirit Among Employees
 Employee Training And Development
 Encouragement Of Employee Initiative
HR Manager Role

 Integrates HRD with organizational goals and

strategies
 Promotes HRD as a profit enhancer
 Tailors HRD to corporate needs and budget
 Institutionalizes performance enhancement
HR Strategic Advisor Role

 Consults with corporate strategic thinkers

 Helps to articulate goals and strategies
 Develops HR plans
 Develops strategic planning education and
training programs
HR Systems Designer/Developer

 Assists HR manager in the design and

development of HR systems
 Designs HR programs
 Develops intervention strategies
 Plans HR implementation actions
Organization Change Agent

 Develops more efficient work teams

 Improves quality management
 Implements intervention strategies
 Develops change reports
Organization Design Consultant

 Designs work systems

 Develops effective alternative work designs
 Implements changed systems
Learning Program Specialist

 Identifies needs of learners

 Develops and designs learning programs
 Prepares learning materials and learning
aids
 Develops program objectives, lesson plans,
and strategies
Instructor/Facilitator

 Presents learning materials

 Leads and facilitates structured learning
experiences
 Selects appropriate instructional methods
and techniques
 Delivers instruction
Individual Development and
Career Counselor

 Assists individuals in career planning

 Develops individual assessments
 Facilitates career workshops
 Provides career guidance
Performance Consultant (Coach)

 Advises line management on appropriate

interventions to improve individual and group
performance
 Provides intervention strategies
 Develops and provides coaching designs
 Implements coaching activities
Researcher

 Assesses HRD practices and programs

 Determines HRD program effectiveness
 Develops requirements for changing HRD
programs to address current and future
problems
THE NEED FOR HRD:
BUSINESS AND ECONOMICS CHANGED

 HRD can be ‘a platform for organisational

transformation{ renovation},

 a mechanism for continuous organisational and individual

renewal

 and a vehicle for global knowledge transfer’.

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
12-6

Benefits of HRD

1. HRD improves the capabilities of people. They become innovative

and enterprising – ever eager to take risk and get ahead. It improves
the all round growth of an employee. Feedback and guidance from
superiors help employees grow continually and show superior
performance.
2. HRD improves team work. Employees become more open and
trust each other. The organisational climate, too, improves a lot.
3. HRD leads to greater organisational effectiveness. Appropriate
employee-centred policies help the organisation achieve its goals
more efficiently.
4. Performance related rewords help employees realise the
importance of utilising their skills fully in the service of organisational
goals. The organisation’s overall health and self-renewing
capabilities, too, improve quite significantly.
Challenges for HRD

 Changing workforce demographics

 Competing in global economy
 Eliminating the skills gap
 Need for lifelong learning
 Need for organizational learning