International Journal of Trend in Scientific Research and Development (IJTSRD)

Volume 6 Issue 3, March-April 2022 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470

Human Resource Development in the Context of Globalization

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INTRODUCTION
Development of human resources is essential for any manager. Healthy organizations believe in Human
organization that would like to be dynamic and Resource Development and cover all of these bases.
growth-oriented. Unlike other resources, human
DEFINITIONS OF HRD
resources have rather unlimited potential capabilities.
HRD (Human Resources Development) has been
The potential can be used only by creating a climate
defined by various scholars in various ways. Some of
that can continuously identify, bring to surface,
the important definitions of HRD (Human Resources
nurture and use the capabilities of people. Human
Development) are as follows:
Resource Development (HRD) system aims at According to Leonard Nadler, "Human resource
creating such a climate. A number of HRD techniques development is a series of organized activities,
have been developed in recent years to perform the conducted within a specialized time and designed
above task based on certain principles. This unit to produce behavioral changes."
provides an understanding of the concept of HRD In the words of Prof. T.V. Rao, "HRD is a
system, related mechanisms and the changing process by which the employees of an
boundaries of HRD. organization are helped in a continuous and
HRD concept was first introduced by Leonard planned way to (i) acquire or sharpen capabilities
Nadler in 1969 in a conference in US. “He defined required to perform various functions associated
HRD as those learning experience which are with their present or expected future roles; (ii)
organized, for a specific time, and designed to bring develop their general capabilities as individual
about the possibility of behavioral change”. and discover and exploit their own inner potential
for their own and /or organizational development
Human Resource Development (HRD) is the
purposes; (iii) develop an organizational culture
framework for helping employees develops their
in which superior-subordinate relationship, team
personal and organizational skills, knowledge, and
work and collaboration among sub-units are
abilities. Human Resource Development includes
strong and contribute to the professional well
such opportunities as employee training, employee
being, motivation and pride of employees." .
career development, performance management and
According to M. M. Khan, "Human resource
development, coaching, mentoring, succession
development is the across of increasing
planning, key employee identification, tuition
knowledge, capabilities and positive work
assistance, and organization development. The focus
attitudes of all people working at all levels in a
of all aspects of Human Resource Development is on
business undertaking."
developing the most superior workforce so that the
organization and individual employees can The Concept of Human Resource Development
accomplish their work goals in service to customers. Human resource development in the organization
context is a process by which the employees of an
Human Resource Development can be formal such as
organization are helped, in a continuous and planned
in classroom training, a college course, or an
way to:
organizational planned change effort. Or, Human
1. Acquire or sharpen capabilities required to
Resource Development can be informal as in
perform various functions associated with their
employee coaching by experts in the industry or by a
present or expected future roles;

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
2. Develop their general capabilities as individuals HRD Need for the Society:
and discover and exploit their own inner HRD is needed by any organization that wants to be
potentials for their own and/or organizational dynamic and growth-oriented or to succeed in a fast-
development purposes; and changing environment. Organizations can become
dynamic and grow only through the efforts and
3. Develop an organizational culture in which
competencies of their human resources. Personnel
supervisor-subordinate relationships, teamwork
policies can keep the morale and motivation of
and collaboration among sub-units are strong and
employees high, but these efforts are not enough to
contribute to the professional well being,
make the organization dynamic and take it in new
motivation and pride of employees.
directions. Employee capabilities must continuously
This definition of HRD is limited to the be acquired, sharpened, and used. For this purpose, an
organizational context. In the context of a state or “enabling” organizational culture is essential. When
nation it would differ. employees use their initiative, take risks, experiment,
HRD is a process, not merely a set of mechanisms innovate, and make things happen, the organization
and techniques. The mechanisms and techniques such may be said to have an “enabling” culture.
as performance appraisal, counseling, training, and Even an organization that has reached its limit of
organization development interventions are used to growth needs to adapt to the changing environment.
initiate, facilitate, and promote this process in a No organization is immune to the need for processes
continuous way. Because the process has no limit, the that help to acquire and increase its capabilities for
mechanisms may need to be examined periodically to stability and renewal.
see whether they are promoting or hindering the
process. Organizations can facilitate this process of HRD Functions
The core of the concept of HRS is that of
development by planning for it, by allocating
development of human beings, or HRD. The concept
organizational resources for the purpose, and by
of development should cover not only the individual
exemplifying an HRD philosophy that values human
but also other units in the organization. In addition to
beings and promotes their development.
developing the individual, attention needs to be given
Difference between HRD and HRM to the development of stronger dyads, i.e., two-person
Both are very important concepts of management groups of the employee and his boss. Such dyads are
specifically related with human resources of the basic units of working in the organization.
organization. Human resource management and Besides several groups like committees, task groups,
human resource development can be differentiated on etc. also require attention. Development of such
the following grounds: groups should be from the point of view of increasing
The human resource management is mainly collaboration amongst people working in the
maintenance oriented whereas human resource organization, thus making for an effective decision-
development is development oriented. making. Finally, the entire department and the entire
organization structure in case of human resources organization also should be covered by development.
management is independent whereas human Their development would involve developing a
resource development creates a structure, which is climate conducive for their effectiveness, developing
inter-dependent and inter-related. self-renewing mechanisms in the organizations so that
they are able to adjust and pro-act, and developing
Human resource management mainly aims to relevant processes which contribute to their
improve the efficiency of the employees whereas effectiveness. Hence, the goals of the HRD systems
aims at the development of the employees as well are to develop:
as organization as a whole. 1. The capabilities of each employee as an
Responsibility of human resource development is individual.
given to the personnel/human resource 2. The capabilities of each individual in relation to
management department and specifically to his or her present role.
personnel manager whereas responsibility of
HRD is given to all managers at various levels of 3. The capabilities of each employee in relation to
the organization. his or her expected future role(s).

HRM motivates the employees by giving them 4. The dyadic relationship between each employee
monetary incentives or rewards whereas human and his or her supervisor.
resource development stresses on motivating 5. The team spirit and functioning in every
people by satisfying higher-order needs. organizational unit (department, group, etc.).

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6. Collaboration among different units of the Conclusion:
organization. Human Resource Development is the part of human
resource management that specifically deals with
7. The organization’s overall health and self-
training and development of the employees in the
renewing capabilities which, in turn, increase the
organization.
enabling capabilities of individuals, dyads, teams,
and the entire organization. Human resource development includes training a
person after he or she is first hired, providing
Features of Human Resource development
opportunities to learn new skills, distributing
The essential features of human resource
resources that are beneficial for the employee's tasks,
development can be listed as follows:
and any other developmental activities.
Human resource development is a process in
which employees of the organizations are References:
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