HUMAN RESOURCE

DEVELOPMENT

HUMAN RESOURCE DEVELOPMENT

A human resource development is set of planned and systematic activities designed by an organization to provide opportunities to its members to learn skills necessary for the present and future job requirements.

The process of HRD involves the development of expertise in the employee through organizational development and training and development

The aim of HRD is to improve the performance of the employees. The three main areas of human resource development are human resource management, quality improvement and career development.

Functions of HRD:- There are three main functions of human

resource development:- Training and development Organizational development Career development

Training and development

Training and development is aimed at improving or changing the knowledge skills and attitudes of the employees.

Developmental activities focus on preparing the employees for future job responsibilities by increasing the capabilities of an employee which also helps him perform his present job in a better way.

•These activities start when an employee joins an organization in the form of orientation and skills training.

•After the employee becomes proficient, the HR activities focus on the development of the employee through methods like coaching and counselling.

Training & HRD Process Model

Need assessment phase

Establishing HRD priorities Defining specific training and objectives Establishing evaluation criteria

Design Phase

Selecting who delivers program Selecting and developing program

content Scheduling the training program

Implementation Phase•Implementing or delivering the program

•Determining program effectiveness – e.g.,•Offer it again?•What are the true costs?•Can we do it another way?

Evaluation Phase

Organization development OD is the process of increasing the

effectiveness of an organization along with the well being of its members with the help of planned interventions that use the concepts of behavioural science.

Both micro and macro changes are implemented to achieve organization development.

While the macro changes are intended to improve the overall effectiveness of the organization the micro changes are aimed at individuals of small groups.

• THE HUMAN RESOURCE DEVELOPMENT PROFESSIONAL INVOLVED IN THE ORGANIZATION DEVELOPMENT INTERVENTION ACTS AS AN AGENT OF CHANGE.

.HE OFTEN CONSULTS AND ADVISING THE LINE MANAGER IN STRATEGIES THAT CAN BE ADOPTED TO IMPLEMENT THE REQUIRED CHANGES AND SOMETIMES BECOMES DIRECTLY INVOLVE IN IMPLEMENTING THESE STRATEGIES.

Career development It is a continuous process in which an

individual progresses through different stages of career each having a relatively unique set of issues and tasks.

Career development comprises of two distinct processes.

Career Planning career management.

Career planning:-involves the activity to be performed by theemployee, often with the help of counsellor and others, to assess his Capabilities and skills in order to frame realistic career plan.Career management:-Career management generally focus more on the steps that an organization that can take to foster the career development of the employees.

Difference between HRM and HRD

HRM:- the human resources management

category include compensation, payroll issues, benefits management and day-to-day employee relations. Human resources professionals from this category would be involved in any dispute that an employee has with management. They would also be involved in hiring and firing. These types of tasks can be described as routine and administrative.

HRD:-By contrast, human resources development concerns itself with strategic thinking about the workforce. Therefore training needs, industrial psychology and driving productivity gains would all be the province of HRD. Professionals working in this area do sometimes concern themselves with the individuals’ needs in an organization, but they more often consider the workforce needs of the company as a whole.

Parallel function and collaboration

Parallel function:- In a large organization, HRM and HRD

functions will be carried out by different professionals. In the work life of an employee, HRM and HRD may seem to have parallel but separate functions. A new employee may be recruited by an HRM officer, but then receive a training plan from an HRD executive. He may deal with HRM when choosing a benefits plan, but then meet with HRD for his performance review.

Collaboration:-In order for a large organization to function productively, HRD and HRM must collaborate closely. HRM executives, working closely with employees, may notice a trend in needs for training, or a particular dissatisfaction with workplace conditions. These issues can then be taken up and addressed at a strategic level by HRD personnel. In the same way, in order for a strategic HR change to be implemented, HRD executives may brief HRM staff on changes to be made in hiring practices

Objectives:-1.Develop human resource of the company

continuously for better performance to meet objectives.

2.Provide opportunity for development of different level of employees.

3.Assist the existing and potential customers in the better use of our equipments by training the employees.

4.Promote a culture of creativity,innovation,humanDevelopment,respect and dignity.5.Achieve excellence in every aspect of working life.6.Create environment for the trainees conducive to their

character building.

HRD improve individual performance as shown in diagram.

Effect on economics

Human resources development lies at the heart of economic, social and environmental development.

Human resources development has been defined as empowering people by fostering the contributory capacities that they can bring to the improvement of their own quality of life and that of their families, communities, enterprises and societies

. Over the years, the concept of human resources development has evolved from solely focusing on individual capacity to also building institutional capacity at the national level, through socio-economic policies and development plan and strategies. Human resources development is, therefore, regarded as facilitating the development of national human capacities to achieve sustainable, inclusive, equitable development and, at the same time, enhance well-being of individuals.  As such, human resources development

As global labour markets both shape and adapt to the emerging occupational structures of growing economies, human resources development strategies must balance the demands of new employment sectors with the supply of required skill

Human resources development also has respect for fundamental human rights, the rights of workers, and occupational safety and health considerations. 

Human resource development in Pakistan

WHETHER it is a private concern or a public organization, resource human development has become an important part of its long-term planning.

Human resources development is essential for both individual success and also overall national prosperity and development. Pakistan, though being rich in natural resources with a reasonable population, still has not relived itself of its poverty shackles.

Like other developing countries, Pakistan also suffers from poverty. About 60 per cent of the population lacks access to potable water and also 61 per cent people don’t have sanitation facilities. There is a dire need to deal with this issue and chalk out a collective strategy in order to control and eventually wipe-out poverty from society

Without having qualified and well-skilled manpower, it is impossible to compete in the fast growing global economy. It is ultimately the HR development, which leads to institutional strengthening and capacity development at the national and as well as sub-regional level.

The majority of our population, which lives in the countryside and is poor, and also devoid of the advanced knowledge facilities, they have been totally cut off from the mainstream socio-economic development activities of the country

. THEREFORE, IT IS THE UTMOST DEMAND OF TIME THAT INSTITUTIONS SHOULD BE ESTABLISHED AND MANAGED FOR THE DEVELOPMENT OF HUMAN RESOURCES AT THE COMMUNITY, DISTRICT, PROVINCIAL AND NATIONAL LEVELS.

The following measures need to be taken for the skill development of the human resources.

The entire education system should be revamped at the primary to university level, to prepare students with a focus on both conceptual and practical knowledge.1.Science and technology based approach is needed for sustainable human resources development in the country. Short as well as long-term skill development programmes must be launched in order to introduce skilful manpower.

2.To ensure the community participation in all socio-economic developmental programmes, with a view to developing in them, skills and leadership qualities to handle development activities in life3.To improve the knowledge, skills and perspectives senior administrators in managerial leadership.

4. To ensure quality education, health, nutrition, water and sanitation, social protection and other activities which directly address social development

 5.To ensure the role of women in the development phase, including support for gender-specific initiatives.

6. Make HRD a priority in national development efforts.

7. To have constant training in professional management areas.

8. To ensure quality education, health, nutrition, water and sanitation, social protection and other activities which directly address social development.

Strategic Management & HRD Strategic management aims to ensure

organizational effectiveness for the foreseeable future – e.g., maximizing profits in the next 3 to 5 years

HRD aims to get managers and workers ready for new products, procedures, and materials

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Supervisor’s Role in HRD Implements HRD programs and

procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A “front-line participant” in HRD

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Sample HRD Jobs/Roles Executive/Manager HR Strategic Advisor HR Systems Designer/Developer Organization Change Agent Organization Design Consultant Learning Program Specialist Instructor/Facilitator Individual Development and Career

Counselor Performance Consultant (Coach) Researcher

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Benefits of HRD People Commitment Improved Employee Performance and

Learning Capacity Improved Organizational Effectiveness Improved Communication and

Involvement

People Commitment:- Organizations that embrace the fundamentals of

HRD realize the importance of their human resources and focus their efforts on providing employee security; choosing, hiring, training and retaining the right people for the right tasks; rewarding and valuing employee effort; providing fringe benefits, salary raises, bonuses and the like; and providing a degree of employment security.

Improved employee performance and learning:-

Organizations that strongly focus on training and improving the skills, values, attitudes, perspectives and knowledge of their workforce are more likely to retain employees that utilize their full potential and contribute it to the benefit of the organization.

According to Swart et al. in the book "Human Resource Development: Strategy and Tactics," HRD activities decreases staff turnover by 7.05 percent annually.

Improved Organizational Effectiveness

HRD focuses on continually motivating and improving the competencies, dynamism and effectiveness of its employees; developing positive attitudes and problem solving skills; upgrading individual and collective experience, knowledge and perceptions; and enhancing their competitive skills.

Improved Communication and Involvement

HRD improves introOrganizational communication and

employee involvement. HRD practices are committed to measuring and continually

improving the organizational culture, enhancing teamwork, and improving

involvement and participation activities.

Challenges for HRD

Changing workforce demographics Competing in global economy Eliminating the skills gap Need for lifelong learning Need for organizational learning

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Summary

HRD is too important to be left to amateurs

HRD should be a revenue producer, not a revenue user

HRD should be a central part of company You need to be able to talk MONEY

Thank you