Human Resource Development Essay

HRD is any process or activity that either initially or over the longer term has the potential to develop adults work based knowledge, expertise, productivity and satisfaction, whether for personal or group team gains or for the benefit of an organization community , nation ultimately the whole community†. HRD beliefs:- 1- People can do better and do wonders. 2- Involve them, trust them and treat them as resource or assets. 3- Fours on strengths of people and help them overcome their weakness. 4- Integrate individual’s needs & aspiration to organization Objectives of HRD:- 1- Develop high motivation level – To strengthen superior-subordinate relationship 3- To develop a sense of team spirit, team work & inter team collaboration. 4- To develop the original health, culture & climate. 5- To generate systematic info about HR 6- To increase the capabilities of an organization to recruit, select, retain and motivate talented employees. 7- To develop construc tive mind in employees. 8- To generate info about HR for manpower planning, placement, successive planning and like. Author – Meera Sharma SCOPE: The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field. The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development. The main functions of HRD are:- 1. Training and development Training and development is aimed at improving or changing the knowledge skills and attitudes of the employees. While training involves providing the knowledge and skills required for doing a particular job to 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 counseling. 2 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 behavioral 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. Employee involvement programmes requiring fundamental changes in work expectation, reporting, procedures and reward systems are aimed at improving the effectiveness of the organization. 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. 3. 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 and career management. Whereas career planning involves activities to be performed by the employee, often with the help of counselor and others, to assess his capabilities and skills in order to frame realistic career plan. Career management involves the necessary steps that need to be taken to achieve that plan. Career management generally focus more on the steps that an organization that can take to foster the career development of the employees.