This leads to greater organizational effectiveness. You May Like. Labels: HRM. No comments:. Newer Post Older Post Home. Subscribe to: Post Comments Atom. Human Resource Management functions. Human Resource Management Model. Human Resource Development. Human Capital Management. Talent Management. Knowledge Management. About Human Resource Manager. HRM environment in India. Changing role of HRM. Definitions of HRD. According to Leonard Nadler, "Human resource development is a series of organised activities, conducted within a specialised time and designed to produce behavioural changes.
In the words of Prof. According to M. Khan, "Human resource development is the across of increasing knowledge, capabilities and positive work attitudes of all people working at all levels in a business undertaking.
The Concept of Human Resource Development. Human resource development in the organisation context is a process by which the employees of an organisation are helped, in a continuous and planned way to:. Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles;.
Develop an organisational culture in which supervisor-subordinate relationships, teamwork and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees. This definition of HRD is limited to the organisational context. In the context of a state or nation it would differ. HRD is a process, not merely a set of mechanisms and techniques.
The mechanisms and techniques such as performance appraisal, counselling, training, and organization development interventions are used to initiate, facilitate, and promote this process in a continuous way.
Because the process has no limit, the mechanisms may need to be examined periodically to see whether they are promoting or hindering the process.
Organisations can facilitate this process of development by planning for it, by allocating organisational resources for the purpose, and by exemplifying an HRD philosophy that values human beings and promotes their development. Both are very important concepts of management specifically related with human resources of organisation. Human resource management and human resource development can be differentiated on the following grounds:. The human resource management is mainly maintenance oriented whereas human resource development is development oriented.
Human resource management mainly aims to improve the efficiency of the employees whereas aims at the development of the employees as well as organisation as a whole. HRM motivates the employees by giving them monetary incentives or rewards whereas human resource development stresses on motivating people by satisfying higher-order needs.
The Need for HRD. HRD is needed by any organisation that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Organisations can become dynamic and grow only through the efforts and competencies of their human resources. Personnel policies can keep the morale and motivation of employees high, but these efforts are not enough to make the organisation dynamic and take it in new directions.
Employee capabilities must continuously be acquired, sharpened, and used. Even an organisation that has reached its limit of growth, needs to adapt to the changing environment. No organisation is immune to the need for processes that help to acquire and increase its capabilities for stability and renewal. HRD Functions. The concept of development should cover not only the individual but also other units in the organisation. In addition to developing the individual, attention needs to be given to the development of stronger dyads, i.
PageNavi Results No. Labels Max-Results No. Tags economic development human resource development Whatsapp. By The Scientific World - February 08, Labels: economic development , human resource development , human resource management , human resources. Newer Post Older Post Home. Powered by Blogger. Search this blog. Why is it difficult for us to stop running very quickly? This has increased the importance of competent human resource in the market across the world. In present global markets the MNCs are operating a number of foreign subsidiaries located in different countries.
For example, a company based in USA, having its foreign subsidiaries in China, India, Brazil and Australia and involves a long distance.
It has become very difficult to manage these units from its corporate office located in New York. It has been felt that such type of business can be managed if company is having motivated, talented and dedicated manpower.
This is not possible to get such type of manpower. For this management has to put sincere efforts to procure, develop and motivate employees. This dream can be converted into reality through human resource development process only. After this only the company can vest its employees with more authority, increase their accountability.
This leads to empowerment of employees only through HRD. In present time it has become a need of the business to provide goods and services with lower cost. This compelled many companies to outsource their non-core activities. This helped to develop the concepts of tele-working and flexible timing. Now focus has been shifted to physically handicapped workers, women and workers from rural and backward areas. They are forming a larger portion of working force and they can work at distance with flexible time.
This contributes to cut down in house costs. Hence the need for training and development of such workers has been felt at micro and macro levels. Through proper training and development activities these workers can contribute to a good extent in cost reduction in operations.
Top management compensation in US firms is fixed as per shareholder value. If the value of shares of the firms increases then the compensation packages of top management will be increased. This keeps the managers motivated and triggers them for good performance. To achieve good performance from employees and of organisation as a whole the importance of higher level of skills and competencies is realized.
Human resource development process contributes to achieve good performance from employees and of organisation as a whole and helps to increase value of share of shareholders.
This approach has not been adopted in India until now but in future it may be accepted. Organisation where favourable climate for learning is created and facilities for training and development, career development and proper guidance are provided the employees take initiative to learn more.
This way they attempt to improve their skills, knowledge, aptitude and competencies. With higher degree of talents they are in position to perform their tasks without any difficulty.
They get higher degree of job satisfaction. This provides solution to many labour problems and helps to maintain good industrial relations in that organisation.
Through HRD efforts the employees become competent and motivated. They work in a good organisational climate. They are satisfied at their work and facilities provided to them.
They know their career path and try to achieve through sincere efforts. They would like to stay with the organisation for a longer period. In the present competitive environment it is difficult to procure good employees but it is more difficult to retain them. Through HRD process the firms retaining their employees get competitive advantage by cutting labour costs. Further the firms get rid of hardly working employees by motivating through HRD process. The level of commitment and sense of responsibility in employees develop.
This gives long-term positive impact on the business of the firm. To manage the business more effective and better than their competitors the management of the firms has realized that HRD process can help them a lot.
It is possible when the top level management is having HRD-oriented approach. From the analysis of the above mentioned point it has been accepted that the HRD process is very important.
In future its importance will increase further. It is very difficult to ignore HRD function in a multinational corporation operating in different foreign subsidiaries.
Human resource are the assets which do not find a place for mentioning in the balance sheet of a company. But it is one of the past important assets as human resources are a resource of production as well as they are illusion of other resources of production like a material, machines, money etc.
Any investment made on training and development of people is sure to show the results in the years to come. The results of any HRD plan or scheme appear in long term. When we deal with development of skill, knowledge and attitude, the progress and development is a very slow process but not an indefinite process.
The development of people for modification and improvement in skill, knowledge and attitude has the following characteristics and hence it is likely to be a slow process:. It depends upon the quality of training. If systematic and proper evaluation explain is done we would be able to assess the effectiveness of the plan.
If evaluation is not systematically done, the information will not work as data for improvement in future programmes.
The development of people is to be viewed properly, giving weightage to the culture of the organisation in which people are growing. Organisations need to be dynamic and growth- oriented to sustain in the competitive environment. This is possible only through the competence of the human resources. To cope with the fast changing environment, organisations need to review their HRD approaches continuously. HRD is neither a concept nor a tool, but is an approach using different personnel systems, depending upon the needs and priorities of the organisation.
The basic assumption is the belief in human potential and its development by providing a suitable and congenial environment. Concern for development of people have become important for two compelling business reasons. Firstly, competitions in the business has forced attention of organisations on cost of operations, sensitivity to market demands. These aspects of business cannot be served without full and sympathetic involvement of people at work.
Secondly, consideration arises from the impressive developments in science, engineering and technology. The new production technology, automation and application of electronic control systems has changed the ratio of skilled and unskilled jobs.
New systems require new skills and certain minimum educational qualifications. They need continuous up gradation of skills. Thus, development of people, decentralisations of decision making, flatter and different management practices than those followed in the past have become necessary for survival of business. HRD initiatives meet the need of these business imperatives. HRD activities, as such, do not reduce costs, improve quality or quantity, or benefit the enterprise in any way. It is the on-the job applications of learning that ultimately can reduce costs, improve quality, and so forth.
Each human being is born as something new, something that never existed before. Each is born with the capacity to win in life, each has his own unique potentials, capabilities and limitations. HRD is an approach founded on the belief that people are capable of growth given an environment that facilitates individual growth.
Growth is, therefore, important for organisational growth.
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