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Vnd.openxmlformats Officedocument.wordprocessingml.document&Rendition=1
UNIT 1
INTRODUCTION TO HRD
Introduction:
HRD concept was first introduced by Leonard Nadler in 1969 in a conference in US.
Development of human resources is essential for any organisation that would like to be
dynamic and growth-oriented. The potential capabilities of Human resource can be used only
by creating a climate that can continuously identify, bring to surface, nurture and use the
capabilities of people. Human Resource Development (HRD) system aims at creating such a
climate. A number of HRD techniques have been developed in recent years to perform the
above task based on certain principles. This unit provides an understanding of the concept of
HRD system, related mechanisms and the changing boundaries of HRD.
Meaning:
Human Resource Development is the part of human resource management that
specifically deals with training and development of the employees in the organization.
Human resource development includes training a person after he or she is first hired,
providing opportunities to employees develop their personal and organizational skills,
knowledge, and abilities. Human Resource Development includes such opportunities as
employee training, employee career development, performance management and
development, coaching, mentoring, succession planning, key employee identification, tuition
assistance, and organization development. The focus of all aspects of Human Resource
Development is on developing the most superior workforce so that the organization and
individual employees can accomplish their work goals in service to customers.
Definition:
Over a period of time, an organisation may achieve a saturation point in terms of its growth.
Even to maintain such a saturation level of growth employee competencies need to be
sharpened or developed as organisations operate in environments that keep changing,
requiring the employees to acquire new competencies.
3. Improve Effectiveness:
Any organisation interested in improving its services and its effectiveness in cost reduction,
reduction in delays, increased customer satisfaction, improved quality and promptness of
services, market image needs to develop the competencies of its employees to perform the
tasks needed to bring about such improvements.
1. Resource Planning:
Having the right person for the job at the right time is crucial for any organization. Resource
planning is the process to ensure that. In this regard HRD helps to plan for the effective usage
of Human resource.
4. Performance appraisal:
This is a feedback process. Employee’s performance is evaluated on the basis of different
factors and he/she is provided with the feedback along with the suggestions for
improvements. If someone does not improve with time, the organization may fire them.
5. Remuneration:
This is a process of making sure if the employees are getting paid well. By paid well, we
mean they are getting their salary and wages according to industry standards. Also, this
process keeps a check if the given amount is being justified in the performance of the
employee or not. If the performance is on a higher side, additional perks may be allocated
while for lower side performances, there may be some deductions.
6. Motivation:
Motivation is again a crucial factor when it comes to managing humans. We often tend to
lose track and need some external push. This is the process to ensure that the external push is
given on time and in a proper way.
Human Resource Development tries to ensure the physical and mental well being of the
employee. It also tries to touch the social life of the employees by giving them more
opportunities to engage and interact in internal, external, formal or informal groups. A
physically fit and mentally strong person, with the right skill and mindset, is a highly
valuable resource for any organization.
1. HR Planning:
The human resources department is responsible for setting plans regarding the company's
future and its workforce. This responsibility impacts many other HR functions, such as
recruiting and hiring talent, performance management and succession planning. HR
professionals need to assess the company's goals and objectives and determine workforce
strategies that help accomplish them.
2. Talent Recruitment and Selection:
The human resources department plays an essential role in attracting and recruiting talent to
an organization. They may work with managers to develop recruitment goals and identify the
types of applicants they want to reach or roles they need to fill. These professionals can also
help create and post job postings, find qualified candidates and conduct the initial screening
process.
laws, such as the Fair Labor Standards Act, Title VII of the Civil Rights Act, the National
Labor Relations Act and the Family and Medical Leave Act.
8. Employee wellbeing:
Human resources professionals also ensure the general well-being of the organization's
employees. They can promote and implement health and wellness activities to help
employees avoid burnout. Employer may encourage employees to use their days off or
coordinate wellness challenges. HR professionals may also provide individualized help to
employees facing personal problems.
9. Performance management:
The human resources department also helps oversee the job performance of its company's
employees. Performance management often includes activities like performance reviews
between employees and their managers. These activities help assess whether the workforce is
meeting organizational goals and objectives. The HR department can use the insights gained
to create or provide training and development opportunities as needed.
informed about company news or events. When employees feel engaged at work, it can help
boost morale and improve retention rates.
To optimize tasks and coordinate with one another for increased productivity.
Teaching team members must be clear of the individual roles they play. It will
help them be more productive in achieving quicker results while also increasing
efficiency within your organization as a whole.
HRD Mechanism:
HRD Mechanism involves a systematic approach to identify the training and development
needs of employees. HRD is a process that involves both the employee and the organization
working together to achieve mutual goals. It includes a variety of methods such as training,
mentoring, coaching, job rotation, and career development. It includes the following
components.
Performance Management:
HRD mechanisms include performance appraisal systems that provide feedback on employee
performance, set goals and objectives, and evaluate their achievements. Performance
management helps identify areas for improvement, recognize high performers, and
align individual goals with organizational objectives.
Career Development:
Organizations facilitate career development by offering opportunities for employees to grow
and advance within the company. This may involve creating clear career paths, providing
support for further education or certifications, and offering promotions or lateral moves that
allow individuals to gain new skills and experiences.
Knowledge Management:
HRD mechanisms also focus on capturing, sharing, andleveraging organizational knowledge.
This includes creating knowledge-sharing platforms, conducting knowledge transfer sessions,
and encouraging collaboration among employees. By effectively managing knowledge,
organizations can enhance productivity, innovation, and problem-solving capabilities.
Succession Planning:
HRD mechanisms also encompass planning for the future leadership and talent needs of
the organization. This involves identifying high-potential employees, providing them with
development opportunities, and preparing them for leadership positions. Succession planning
ensures a pipeline of capable individuals to fill critical roles within the organization.
Employee Empowerment:
Employee empowerment is a modern management approach that enables employees to
take ownership of their work, be more creative and engaged in their jobs, and make
independent decisions.
Employee empowerment is key to increasing job satisfaction and building a successful
organization. Employee empowerment is a management philosophy that focuses on allowing
an organization’s employees to make independent decisions and to feel empowered to take
action as they see fit. When employees feel empowered, organizations can foster an
environment of mutual trust, collaboration, and innovation, resulting in higher
productivity and improved performance. The main features of Employee empowerment
are as follows.
Motivated employees
Greater trust in leadership
Improved creativity
Stronger bottom line
Extrinsic Motivation:
Extrinsic motivation is the type of motivation which drives an individual due to external
forces or parameters. Some other person or organization motivates the individual to work
hard to achieve certain goals or tasks. Extrinsic motivation is driven by motives like financial
bonus, rewards, appreciation, promotion, punishment, demotion etc.
Positive Motivation:
Positive motivation is the type of motivation which drives an individual by offering positive
accolades and rewards for performing a task. In this type of motivation, the individual is
rewarded by monetary benefits, promotions etc which drives an individual to work hard.
Negative Motivation:
Negative motivation is a type of motivation where fear and threat are used as a parameter to
get the work done. In this type of motivation, individuals are threatened with things like
demotion, reducing benefits, withdrawing merits etc.
1. Salary:
Monetary compensation & benefits like gross salary, perks, performance bonuses etc. are the
biggest motivation factors. The better the salary and monetary benefits, the higher is the
motivation level & passion of a person towards a job.
2. Recognition:
Rewards, recognition, accolades etc. are important for ensuring high enthusiasm levels for an
employee. If the hard work of an individual is appreciated, it keeps them motivated to
perform better.
3. Work Ethics:
Ethical working environment, honesty etc. are important factors for any individual. Good
work ethics in a company helps keep employees motivated at work place.
On the other hand, if the work environment is not ethical, then the workforce might be
demotivated.
Chandan U.A, NES Institute of Advanced Studies, Shivamogga Page 10
HUMAN RESOURCE DEVELOPMENT