HRD in India

8/7/2019 HRD in India

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HRD The Indian saga


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The Pioneers

Prof.Udai Pareek & Prof. T.V.Rao.


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The context

Review exercise of performance appraisal system for Larson

& Toubro in 1974.

The outcome

A new integrated system called Human resource

development was developed for the first time in India.


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Chronology of events thereafter

1976 Establishment of HRD dept in SBI and its associates.

1978 Establishment of HRD dept. in Bharat Earth Movers,

Bangalore

1979 First HRD workshop was conducted at IIM Ahmedabad to

spread the message of HRD.

1980 onwards Several workshops were conducted to develop

HRD facilitators both at IIM A, and Indian Society for Appliedbehavioural sciences. Wherein IIM A concentrated on the

conceptual part and ISABS on the experimentation part.

continued


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Contd

1983 L&T started HRD chair professorship at XLRI

Jamshedpur and Prof.T.V.Rao moved to XLRI to develop a

Centre for HRD there.

1985 National HRD Network was conceptualized and

conceived at a National seminar conducted by Center for

HRD,XLRI Jamshedpur and dept of HRD L&T.

1990 NHRDN gave birth to Academy of HRD at

Ahmadabad.


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HRD approaches practised in India

Man-centered approach

Reciprocal approach

Selective approach


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Man-centered approach

Mostly found in family managed organisations.

Development of people is the primary responsibility for the

management.

Promoting trust, open communication, inter-personalrelationship and employee welfare gets priority.

management employee relationship is generally informal.

Visibility of the leader.

Autonomy to the decision makers.


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Reciprocal approach HRD is the most important asset for improving and

sustaining organisational performance.

Job redesign, counseling, job rotation, training.

Growth of the organisation becomes an integral partof HRD.

Individuals are encouraged to realise their needs for

learning and development and organisation works

towards the fulfillment of such needs. Individual aspirations are mapped in line with the

organisational goal.


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Selective approach

Also termed as succession planning.

Involves identifying promising employees and preparing

them for leadership positions and roles.

The process includes assignments, placement in select

positions and training.

Identifying promising persons becomes a very critical aspect

of this approach.

Apply to senior and middle management and not for the

entire employee base.


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The way ahead

Eliminating the skill gap.

Competing with global economies.

Meeting life long individual learning.

facilitating organisational learning.


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Early birds of HRD in India

Larson & Toubro

State Bank of India

Bank of Baroda

Voltas

Indian Oil Corporation

Steel Authority of India Limited.


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I believe that more organizations are now concerned with

HRD than they were a few years ago. I

think the difficulty is in translating the concept of HRD

into a concrete plan of action. We need in-depth studies

and a great deal of experimentation to evolve an

appropriate strategy for action.

Dr. Ishwar Dayal

(Ex-professor of OB at IIMA,IIMC and

ex-Director of IIM Lucknow)

Documents

HRD in India