Human Resource Development
Meaning
Human Resource Development is the process of improving, moulding and changing the skills,
knowledge, creative ability, aptitudes, attitudes, values, commitment etc. based on present and future job
and orgazational requirements.
Definition
Leonard Nadler defines HRD as "those learning experiences which are organized for a specific
time, and designed to bring about the possibility of behavioural change."
Adler defines HRD as "organized learning experiences in a definite time period to increase the
possibility of improving job performance and growth."
Scope of Human Resource Development
The scope of HRD is ever expanding' and evolving. Some important points with respect to scope
of HRD are as follows: -
a) Performance appraisal: - It is an important area of HRD. Its purpose is to study
critically the performance of employee and to guide him to improve his performance.An
employee is told about his strengths and weakness and assistance is given to remove
weakness and make the plus point (strengths) more strong. This technique is useful for
building a team of capable employees and is also used for their self -development.
b) Potential appraisal: - It relates to the study of capabilities of employees. It is useful for
proper placement and career development of employees. Potential appraisal is useful for
developing their special qualities which can be used fruitfully along with the expansion
and diversification of a activities of the company.
c) Career planning and development: -Under HRD, employees should be given guidance
for their self - development and career development. The opportunities likely to develop
in the organization should be brought to their notice. They should be motivated for self -
development, which is useful to the organization in the long run. Superiors aresupposed
to provide information and guidance to their juniors in this regard. Career development is
an integral part of HRD.
d) Training and development: -Training is integral part of HRD. This area focuses on
identifying and helping to develop, through planned learning the key competencies that
enables individuals to perform current or future jobs. The planned learning can take place
either on-the-job training such as job rotation or off-the-job training outside and in- house
training program.
e) Employee welfare: - It is within the scope of HRD. Welfare activities are useful for
creating efficient and satisfied labour force. Such facilities raise the morale of employee.
Employee welfare includes the provision of medical and recreation facilities, subsidized
canteen free transport and medical insurance. Such facilities support training and other
measures introduced for HRD
f) Rewards and incentives: - HRD includes provision of rewards and incentives to
employee to encourage them to learn, to grow and to develop new qualities, skills and
experiences which will be useful in the nearfuture. Reward is an appreciation of good
work. It may be in the form of promotion, higher salary or higher status. Rewards and
incentives motivate employee and raise their morale.
g) Quality of work life: - Quality of work life depends on sound relations between
employer and employee. Aforward looking policy, an employee benefit like job security,
attractive pay, participative management and monetary and non -monetary rewards will
go a long way in improving the quality of work life. Improved quality of work life helps
employees to strike an identity with the organization.
h) Human Resource information system: -Such system acts as an information bank and
facilitates human resource planning and development in a proper manner. It facilitates
quick decision making in regard to HRD. Every organization has to introduce such
system for ready reference to HRD matters. Updating of such information is also
essential.
Goals / Objectives of Human Resource Development
The objectives of HRD are designed to drive employee performance, growth, and alignment with
organizational goals. The objectives include the following:
a) Boosting productivity and performance: HRD aims to improve the productivity and
performance of employees by providing them with the necessary skills and resources. This helps
individuals become more efficient, increasing overall organizational productivity.
b) Enhancing skills for changing demands: HRD focuses on developing employees’ skills and
abilities to meet the organisation's evolving needs. This includes training programs and
continuous learning opportunities to keep employees updated and adaptable in a rapidly
changing business environment.
c) Promoting career development and growth: HRD provides employees with career
development and growth opportunities. This can include training programs, mentorship,
coaching, and succession planning to support their advancement within the organisation.
Organisations can promote loyalty and retain talented individuals by investing in employees'
career development.
d) Creating a positive learning environment: HRD aims to cultivate a positive work
environment that promotes continuous learning and development. This includes facilitating a
culture of learning, providing access to resources and tools for skill development, and
encouraging knowledge sharing among employees.
e) Aligning goals with organizational objectives: HRD ensuring that employees' goals and
objectives are aligned with those of the organisation. By establishing clear expectations,
performance management systems, and career planning initiatives, Human Resource
professionals helps individuals understand how their work contributes to the organisation's
overall success.
