HUMAN RESOURCE DEVELOPMENT (HRD) - DETAILED NOTES FOR EXAM PREPARATION WITH

EXAMPLES

UNIT 1: INTRODUCTION (7 Hours)

1. HRD - Concept

Human Resource Development (HRD) refers to the framework for helping employees develop their personal
and organizational skills, knowledge, and abilities. It includes opportunities like employee training, career
development, performance management, coaching, mentoring, succession planning, and organizational
development. The ultimate goal of HRD is to improve the performance of employees and thereby the overall
effectiveness of the organization.

Example: A company like Infosys invests heavily in employee training through its global education center,
helping employees develop both technical and soft skills.

2. Components of HRD

1. Training and Development: Structured learning experiences that help employees perform better in
their roles. Example: Amazon offers leadership training programs to prepare employees for
management roles.
2. Career Development: Planning and managing career growth aligned with organizational needs.
Example: TCS offers internal mobility and skill development programs to support long-term career
paths.
3. Organizational Development (OD): Interventions to improve organizational performance using
behavioral science. Example: Google uses employee feedback and organizational surveys to drive
changes in work culture.

3. Evolution of HRD

 HRD started with a narrow focus on record-keeping and administrative tasks. Over time, it evolved into
a more holistic approach to employee development.

 In the 1970s and 1980s, HRD expanded to include formal training and management development.

 By the 1990s, HRD became more strategic, aligning employee development with organizational goals.

 In the 2000s and beyond, digital transformation and global competition led to the adoption of e-
learning, competency mapping, and performance-based development programs.

Example: IBM transitioned from traditional HR practices to data-driven HRD, using analytics for learning and
development decisions.

4. Need and Significance

 HRD improves employee skills, performance, and productivity.

 It fosters innovation and adaptability in a competitive environment.

 Enhances employee satisfaction and retention through personal growth opportunities.

 Helps organizations prepare for future challenges by developing leadership and strategic thinking skills.

 Promotes a learning culture that keeps employees updated with technological and market changes.

Example: After the COVID-19 pandemic, companies that invested in online learning platforms (like Coursera
for Business) were able to quickly reskill employees and stay competitive.
5. Differences in Tabular Form

Basis Human Resource Management (HRM) Human Resource Development (HRD)

Focus Administrative functions Employee growth and development

Objective Efficient management of workforce Long-term capacity building

Recruitment, payroll, performance Training, career development, organizational

Scope
appraisal change

Nature Reactive and routine Proactive and continuous

Responsibility Handled by HR department Shared by HR, line managers, and top management

Time Frame Short-term focus Long-term focus

Example Handling leave and salary Designing a leadership training program

Basis Training Development

Meaning Process of enhancing specific job skills Process of overall growth and future role readiness

Time Orientation Short-term Long-term

Scope Narrow (job-specific skills) Broad (personality, knowledge, career progression)

Focus Current job performance Future roles and responsibilities

Example Teaching Excel for data entry Coaching on leadership for managerial roles

6. Role of HR Manager in HRD

The HR manager:

 Identifies training needs.

 Designs training content.

 Measures impact.

 Aligns HRD with business strategy.

Example: An HR manager at Flipkart might conduct training needs analysis and roll out soft skills workshops
for customer service staff.

7. HRD Culture and Climate

 HRD Culture: Shared values supporting growth.

 HRD Climate: Psychological environment that fosters trust, learning, and openness.

Example: Adobe promotes a "feedback culture" through its "Check-In" system instead of annual reviews.

8. Contemporary Issues in HRD

  Remote Work: Need for virtual learning platforms like Zoom or MS Teams.

 Diversity and Inclusion: Bias training programs.

 Tech Advancements: Use of AI in e-learning platforms.

 Mental Health: Employee wellness apps and mental health leaves.

 Generational Differences: Offering different learning formats (videos, podcasts, gamified apps).

UNIT 2: STRATEGIC PERSPECTIVES IN HRD (11 Hours)

1. Strategic HRD (SHRD)

Aligning HRD with strategic goals for future growth and competitive advantage.

Example: A pharmaceutical firm aligns training in AI drug discovery with its R&D strategy.

2. HRD Interventions

 Performance Appraisal: Formal evaluation of employee performance.

o Example: Deloitte uses real-time feedback rather than annual reviews.

 Potential Appraisal: Measures potential for future roles.

o Example: Infosys uses leadership potential matrices.

 Performance Coaching: One-on-one sessions to improve skills.

o Example: Tech startups often assign mentors to new employees.

 Feedback Systems: 360-degree feedback to encourage holistic development.

3. Career Planning

Structured approach to personal goal setting and aligning with organizational pathways.

Example: Wipro's "Career Hub" allows employees to explore internal job options and skill paths.

4. Training and Systems Development

Refining processes and infrastructure to support continuous learning.

Example: An LMS (Learning Management System) such as Moodle or SAP SuccessFactors helps track training
progress and course completion.

5. Rewards and Employee Welfare

 Rewards: Bonuses, incentives, promotions.

 Welfare: Healthcare, insurance, safety, work environment.

Example: Google offers free meals, wellness programs, and financial bonuses.

6. Work-Life Balance
Initiatives to help employees balance work with personal life.

Example: Tata Consultancy Services allows flexible work hours and remote working options.

7. Role of HR Developer

Responsible for planning, implementing, and evaluating HRD strategies.

 Acts as facilitator, assessor, consultant, and strategist.

Example: In a manufacturing firm, the HR Developer may design safety training for plant workers.

8. Resources for HRD

 Physical: Classrooms, projectors, e-learning tools.

 Financial: Budget for hiring trainers, purchasing software, or running development centers.

Example: An organization investing in a VR training lab for technical skill development.

9. HR Accounting

Tracking the cost and value of human assets to make strategic decisions.

Example: Cost-to-benefit analysis of a ₹10 lakh training program resulting in ₹25 lakh worth of productivity
gains.

10. HRD Audit

Systematic review of HRD practices to assess their effectiveness and strategic alignment.

Example: An HRD audit may reveal that leadership programs are underutilized, prompting process revision.

UNIT 3: LEARNING TECHNOLOGY FOR HRD (9 Hours)

1. Learning and HRD

Learning is the foundation of HRD. It includes acquiring knowledge, improving skills, and changing attitudes.
HRD uses structured (formal courses, workshops) and unstructured (peer learning, job shadowing) methods to
enhance employee capability.
Example: Infosys uses e-learning portals and virtual classrooms to ensure ongoing employee development.

2. Models and Curriculum

Models of HRD learning provide a framework for designing training. A popular one is the ADDIE model:
- Analysis: Identify training needs
- Design: Set objectives, choose methods
- Development: Create materials
- Implementation: Conduct training
- Evaluation: Measure effectiveness
The curriculum is the structured content delivered through these models.
Example: A sales training curriculum might include modules on product knowledge, communication, and
negotiation skills.

3. Principles of Learning
- Active participation enhances learning: Engaging learners through activities ensures better understanding.
- Reinforcement strengthens learning: Rewards or feedback help retain knowledge.
- Learning is faster when it is goal-oriented and relevant: Practical relevance motivates learners.
- Feedback improves learning outcomes: Corrective feedback helps learners adjust and improve.
Example: Simulation-based training for customer service allows real-time feedback to reinforce correct
behaviors.

4. Individual and Group Learning

- Individual Learning: Involves self-directed efforts, like online modules, reading, or personal reflection.
- Group Learning: Happens in teams or workshops, encouraging collaboration and knowledge sharing.
Example: A bank may provide compliance e-courses (individual) and conduct group case discussions on
customer handling.

5. Assessment Centre
A tool to evaluate an employee’s performance and potential through various exercises:
- Role-plays
- Group discussions
- Case analysis
- Interviews
Example: Companies like L&T use assessment centers for promotions and leadership identification.

6. Transactional Analysis
A communication model that examines interactions using three ego states:
- Parent: Authoritative, rule-based behavior
- Adult: Rational, logical behavior
- Child: Emotional, impulsive behavior
Understanding these helps improve interpersonal communication and resolve workplace conflicts.
Example: Training managers to recognize different ego states during conversations to reduce conflict.

7. Behaviour Modelling and Self-Directed Learning

- Behaviour Modelling: Learners observe successful behavior demonstrated by role models and imitate it.
- Self-Directed Learning: Employees set their own goals, seek resources, and evaluate progress independently.
Example: Watching a video on leadership techniques and applying those methods in daily work (behavior
modeling).

8. Evaluating the HRD

Kirkpatrick’s Four-Level Model is used to evaluate effectiveness:
1. Reaction: Did participants like the training?
2. Learning: Did they gain knowledge or skills?
3. Behavior: Did they apply it at work?
4. Results: What business results occurred (e.g., improved sales)?
Example: After a sales training program, measuring revenue growth as a final indicator.

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UNIT 4: HUMAN RESOURCE TRAINING AND DEVELOPMENT (T&D) (9 Hours)

1. Concept and Importance

Training focuses on job-specific skills for the current role. Development is long-term and prepares for future
roles through overall growth. Both are critical for organizational success.
Importance:
- Improves efficiency and productivity: Better-trained employees work faster and make fewer mistakes.
- Reduces errors and accidents: Especially important in technical and safety-sensitive jobs.
- Boosts morale: Employees feel valued and motivated.
- Prepares for future challenges: Succession planning and leadership development become easier.
Example: Axis Bank trains new employees on its internal banking software to reduce customer handling errors.

2. Assessing Training Needs

A systematic process to identify skill or knowledge gaps.
- Performance Appraisals: Identify low-performing areas.
- Customer Feedback: Highlights service gaps.
- Observations: Managers note skill deficiencies.
- Interviews: Directly ask employees and supervisors what training is needed.
Example: A sudden drop in product quality may lead to technical retraining of factory staff.

3. Designing and Evaluating Training & Development Programmes

Design involves:
- Setting clear objectives: Define what learners should achieve.
- Choosing training methods: Based on audience and content.
- Scheduling and budgeting: Allocate time and money efficiently.
Evaluation involves:
- Pre- and post-training tests: Measure learning improvement.
- ROI analysis: Evaluate training impact in financial terms.
Example: A customer care training program is evaluated by measuring the drop in complaint numbers post-
training.

4. Role, Responsibilities and Challenges to Training Managers

Roles:
- Planner: Designs training strategy
- Coordinator: Organizes resources and logistics
- Assessor: Measures effectiveness
- Coach: Provides support and mentoring
Responsibilities:
- Identify learning needs
- Conduct or manage training sessions
- Monitor training outcomes
Challenges:
- Limited budgets
- Employee resistance to change
- Rapid technology evolution requiring constant updates
Example: A training manager at a hospital must constantly upgrade clinical staff with the latest safety protocols.

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UNIT 5: TRAINING METHODS (9 Hours)

1. Training within Industry (TWI)
Created to boost production during WWII, TWI includes methods that train workers quickly and effectively.
- On-the-Job Training (OJT): Employees learn tasks while performing them under supervision.
Example: A trainee chef working alongside a senior in a live kitchen.
- Off-the-Job Training: Conducted away from the worksite, often in classrooms or labs.
Example: Workshops, lectures, and role-plays in a training center.

2. Management Development Methods

- Lecture Method: Traditional method for theory-heavy topics.
Example: A session on business law for MBA students.
- Role Play: Employees act out workplace scenarios to improve communication and decision-making.
- In-basket Exercise: Simulates decision-making by presenting a manager’s inbox of memos and problems.
- Simulation: High-fidelity practice environments that mimic real job conditions.
- Vestibule Training: Uses actual job equipment in a simulated setting.
- Management Games: Interactive exercises that build analytical and strategic thinking.
- Case Study: Real or hypothetical business problems are analyzed for solutions.
- Programmed Instruction: Self-paced materials like e-learning modules.
- Sensitivity Training: Helps participants understand interpersonal behavior and emotional intelligence.

3. Strategies of Training Program

- Align training with business goals: Ensures relevance and impact.
- Encourage interactive learning: Keeps learners engaged.
- Customize content per role: Tailored content improves effectiveness.
- Use blended learning: Combines online and offline methods for flexibility.
Example: Infosys combines classroom training with live projects during induction.

4. Review of T&D Programmes in India

- Companies like TCS, Wipro, Infosys, and ICICI Bank have strong L&D programs using digital tools.
- Use of AI and gamification is growing to personalize learning.
- Government programs like Skill India offer vocational training to improve employability.
Example: The Skill India Mission provides training in retail, hospitality, and IT sectors for rural youth.