APPROACHES TO HUMAN

RESOURCE DEVELOPMENT
 INTRODUCTION

Changing Work environment

Achieve Productivity & Profitability
Improve Interpersonal Skills
Career development
Highly skilled, collaborative workforce
PROBLEM SOLUTIO
S N
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Company & cultural misfits
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Balance goals & needs
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Workforce unpredictability ●
Appropriate HRD
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Different perspectives approach, structure &
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Real challenges & practices system
 FUNCTIONALIST APPROACH

ORGANIZATION = organism
MAN = machine
HRD system = economic man

HRD is a “function-to-function” process.

Discredited, but dominant.
 BEHAVIORIST APPROACH

Work-related behavior
Profit driven
Money – 1st, People- 2nd
Money motivates
People are machines
 HUMANISTIC APPROACH

after studying the different needs of individual

personalities…..

People driven
Every employee is unique
Employee’s skills are important

There exists a relationship b/w personalities & job

performance.
 Continued……

HRD should focus on developing Personalities,

values, attitudes & emotions of employers.

Employees take responsibility for their own learning

(self-directed learning).

Instructional activities are provided based on

individual needs.
Humanistic Behaviorist
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Empirical
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Rational/emotional ●
Learning is the end
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Learning as a process product (Programmed
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Need assessment learning)
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Qualitative ●
Task analysis
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Internal motivation ●
Quantitative
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External motivation
 STRATEGIC HRD APPROACH

HRD is linked to ‘strategic planning’, and becomes a

source of ‘competitive advantage’.

A narrow focus on training is replaced by a broader

emphasis laid on “individual learning” which is
linked to Organizational learning, adaptation and
change.
 Need- Opportuni Capability-
driven ty-driven driven
HRD HRD HRD
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Reactive by nature.
●
Human behavior -
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Regardless of nature of
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Developmental critical source for a
business, certain aspects
activities are like team-work & sustained competitive
participation are always advantage.
launched only when
appropriate. ●
Focus on the targeted
performance gap is Constantly monitor & be
●
future capabilities
identified. open to new developmental defined in strategy.
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Task - Maintain the opportunities. ●
Human behavior is the
desired level of
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Task - Support
competitiveness in general. key means of executing
competence. the strategy.
Best Solution ????

HOLISTIC/
INTEGRATE
D
APPROACH