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Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group

and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.

Develop human resource of the company continuously for better performance to meet objectives. Provide opportunity for development of different level of employees with suitable need based training programs Prepare newly inducted staff to perform their work with high level of competency and excellence. Meet social obligations of industry to contribute towards the excellence of technical and management education.

Assist the existing and potential customers in the better use of our equipments by training the employees. Promote a culture of creativity, innovation, human development, respect and dignity. Achieve excellence in every aspect of working life. Create environment for the trainees conducive to their character building.

HRD facilitates development of an enabling culture in an organization. In a changing environment, organizations are required to go frequent restructuring and redesigning of activities. Without an enabling culture it is difficult for the organization to withstand the change requirements. Enabling culture is creating, an environment where employees are motivated to take initiative and risk, they feel enthused to experiment, innovate and they make things happen.

Thus HRD culture, which develops an enabling culture in an organization, is characterized by following practices:

Openness Confrontation Trust Autonomy Proactivity Authenticity Collaboration

The leadership and supervisory style of the chief executive plays an important role in promoting HRD in the company. The style should be in congruence with the HRD philosophy.

The leadership styles followed by chief executives may be classified into three categories
Benevolent (Paternalistic)

Critical (task centered)


Developmental (Self-dispensing)

A benevolent chief executive is one who is like a father figure a giver and a satisfier of the needs of his employees. He believes that the best way to manage people by constantly understanding the needs and guiding them like a parent giving them instructions and treating with warmth and affection. He is nurturant and values relationships at times even at the cost of task.

A critical chief executive is one who believes that people are generally lazy and tend to avoid work unless they are closely supervised. He , therefore, tend to keep a close watch on his subordinates, at times reprimanding them or expressing his dissatisfaction.

A developmental style involves a belief in the competencies of the people. A chief executive with this style attempts to educate his subordinates constantly. He believes that his success lies in his dispensability and, therefore, strives to make his subordinates as competent people capable of handling most tasks on their own. He uses mistakes by subordinates as learning opportunities and develop their competencies to handle conflicts by themselves.

Such a chief executive an institutional manager and characterized him as one who: Is willing to sacrifice personal goals for organizational goals: Set personal example to others: Exercise self-discipline: Is organization minded, that is, tend to join more organizations and to feel responsible for building of such organizations: Has a keen sense of justice in rewarding those who work hard and sacrifice for the organization: Builds up good morale and positive culture in his unit by empowering his subordinates.

In the changing environment and business environment, proper human resource management has assumed till more crucial role in the growth of the organization. It has become imperative to re-look at cultivating a good culture in the departments within the employees by keeping in mind the tools available to optimize existing manpower through skill matrix, redeployment, training & development etc.