Beruflich Dokumente
Kultur Dokumente
Meaning of HRD:
1.HRD is the process of improving, molding and changing the skill knowledge, creative ability ,
attitude, values, commitment etc. based on present and future job and organization requirements.
Capability building requires developing the knowledge and skill of the person.
Culture is the way of life. It involves creating an awareness of what is ideal and desirable.
So , building these three C’s is essential for developing the human resource of an
organization.
Definition Of HRD:
1.Leonard Nadler introduced the term HRD in 1969. he defined HRD as “ those learning
experience which are organized for a specific time and design to bring about the personality of
behavior change.
2.Udai Pareek and T.V.Rao,1992, explain “HRD is primarily concerned with the development
of employees through training , feedback and counseling by the senior officers and other
development efforts”.
3.Harris and Desimone, (1998), defined HRD as “a set of systematic and planned activities
designed by an organization to provide its member with the necessary skill to meet current and
future job demand”.
4.Bhaskara Rao,(2000), defined “HRD is the process of improving and developing skill ,
knowledge, aptitude and values of the employees based on present and future organizational
requirements”.
Meaning of HRM:
1.HRM defined as effective utilization of employees in order to achieve the goals and strategies
of the organization. in order to achieve this , HRM activities start with proper planning of human
resources requirement and selection of the right candidates, provide them with appropriate
compensation and benefits, maintain proper employee relations and develop them.
2.HRM can be defined as managing (planning, organizing, directing , controlling) the functions
of employing , developing and compensating human resources resulting in the reaction and
development of human relations with a view to contribute proportionately (due to them) to the
organizational, individual and social goals.”
Michael J.Juicius defined personnel management as “ the field of management which has to do
with planning, organizing, directing and controlling the functions of procuring, developing,
maintaining and utilizing a labor force”. such that the:
1. Objectives for which the company is established are attained economically and
effectively.
2. Objectives of all levels of personnel are served to the highest possible degree, and
2 It r eg a rd in gm o r e re a c tiv
re sp o n d in gto th e d e m a n
o rg a n iza tio
. n
Features of HRD:
1. HRD is systematic and planned approach for the development of individuals in order to
achieve organizational, group and individual goals.
3. HRD develops the skills and knowledge not only at the individual level, but also at
b e th e ex clu siv er e sp o n s ib
dyadic level, group level and organizational level.
p e r so n n de le p a r tm e. n t
4 P e r so n n efu
l n ctio na n d sc o p
5. HRD is essential not only for manufacturing and service industry but also for information
technology industry.
Scope of HRD:
1.Recruiting the employees within the dimensions and possibilities for development
human resource.
2.Selecting those employees potentialities for development to meet the present and future
organizational needs.
4.Train all employees in acquire all new technical skill and knowledge.
5.Helps the employees to learn from their superior through performance consultations,
performance counseling and performance interviews.
HRD Objectives:
1. To prepare the employee to meet the present and future job enrichment.
5. Technological advances.
6. Organizational complexity.
7. Human relations.
“HRM is the part of management process which is primarily concerned with human
constituents of an organization”-E.F.L.Breach
“The personnel function is concerned with the procurement, organizing, directing and
controlling, integration and maintenance of the personnel of an organization for the purpose of
controlling towards the accomplishment of the organization’s major goals or objectives”-Flippo
I. Managerial functions:
a. planning,
b. Organizing
c. Directing
d. Controlling
II. Operative functions.
1. Procurement
2. Development
3. Compensation
4. Integration
5. Maintenance
FU
I.MANAGERIAL
FUNCTION
II. MANAGERIAL FUNCTION
A)planning:
1.PLANNING
Planning deciding in advance what should be done. it helps to work in a systematic
manner and eliminates for working at random. Planning involves the determination of objectives,
policies, procedures, rules, strategies, programmes and budgets.
B) organizing:
2.ORGANISING
Organizing involves the performance of the following tasks:
3.DIRECTING
Division of work among the employees( assignment of duties)
Creation of accountability ( the subordinates, to whom work has been assigned and
authority has been delegated, is made answerable for the progress of work)
C)Directing:
Directing the human resource does not mean the process of issuing mere orders and
instructions to the subordinate staff. it, is , in fact, the process of supervising, guiding and
motivating the employees in order to get the best out of them.
D)Controlling:
If the planning looking ahead, controlling is looking back. The object of the control
function is to ensure that what has been planned has been successfully achieved. Planning
without control is useless and control without planning is meaningless.
i. Establishing standards.
iii. Comparing the actual performance with the standards laid down already.
a) Procurement
b)Development
c)Compensation
d)Integration and
e) maintenance.
The scope of each of these operative function is given briefly below:
a) procurement:
a. Job analysis
c. Selection
d. Placement
e. Transfer
f. Promotion and
g. Recruitment
B) Development:
I. Performance appraisal
II. Training
V. Organizational development(OD)
c) Compensation:
I. Job evaluation
III. Incentives
IV. Bonus
It concerned with the performance of all those activities of which is to bring about
reconciliation between individual interest and that of the organization. These include:
E) Maintenance:
An analysis of the nature of HRM will be bring out its following characteristic:
The HRM is not only used in business organization even you can find in government
organization. For that government having separate department like ‘ MINISTRY OF HUMAN
RESOURCE DEVELOPMENT’
The goal of HRM is to make the best use of the available manpower resource of the
organization.
3.It adopt a systematic approach in handling the manpower resource:
The systematic manpower handling is done by the following main two HRM function
like managerial and operative function.
The HRM is a task performed at different levels. As stated earlier, every family and every
government consider the effective management of its human resource important.
HRM is not something that is required only at a particular point of time. The manpower
resource will be needed in any place.
The subject HRM is both a science and an art. As a social science it relies on
observations and experiments . As an art it calls for certain special skill on the part of the
manager for effective handling of human resource.
9.It is interdisciplinary:
HRM does make use of the concept of subjects such as sociology, psychology,
economics, etc.
When compare with subject like psychology, sociology, economics and marketing ,
financial management the HRM is relatively new subject.
IMPORTANCE OF HRM( if it is 12 mark you should explain each and every points)
2. It ensures that the organization does not suffer from either surplus or shortage of
manpower.
3. It facilitates the selection of the right man for the right job.
4. It focuses attention on the development of skill of every individual in order to make him
up-to-date.
OBJECTIVES OF HRM
1. To provide counseling
2. He should be creative person for solving the complex problem in the organization.
3. He should be able to analysis the problem objectively then only we can give solution in
practical manner.
5. He should have the leader ship qualities without this can not lead the team of the
subordinates and guide them properly.
Functions of HRD
HRD
The aim of HRD activities of an organization is oriented towards socializing the new
employees into the organization, providing the required skill and knowledge , helping the
individual and the group to become more effective in the present job and developing them to
handle future jobs in an equally efficient manner.
The term HRD has been used to both micro and macro level.
At the micro level, in the context improving the quality of human life, it takes wealth,
capabilities, skill, attitude of the people which are more useful to the development of
nation’s overall development as well.
I. Primary Functions:
training involves the process of providing the knowledge, skill and abilities required for
an individual to perform a specific job or task.
Development deals with preparing the individual to perform the current job in a better
way and also to handle future responsibility.
2.Career development:
Career planning involves activities performed by an individual to assess his skills and
abilities.
Career management involves all the steps taken to achieve this career plan.
3.Organization development(OD):
It can defined as applying behavioral science concepts to bring about planning change in
the organization.
This helps:
2.Performance appraisal:
Determination of rewards.
Managing careers.
Counseling
Discipline.
The process of assessing the managerial of employees deals with the question of whether
or not they are ability to handle position in the future which involve considerably more
responsibility than what they have the right now.
4.Perfromance counseling:
5.Employee orientation:
Employee orientation develops the new employees to contribute more quickly to the
business. It is also essential to help the employees to meet the challenges when the organization
go for restructure organization and new pattern of work and radical change.
6.Succession planning :
succession planning is a systematic methodology for ensuring that the company has the
leadership and management talent to sustain growth and profitability into the next decade.
succession plans identifies the company’s future organizational needs in terms of the
skills, knowledge and abilities of its leaders, key managers and associates.
3.It bring selection system, reward systems, and management development into alignment with
the process of leadership renewal.
In order to bring about the overall development of employees, good physical conditions
have to be developed.
Not only this, they should also be motivated at work. Quality circles, information sharing,
participative forms will bring about the better quality of work life for the employees.
One the another important secondary functions of HRD is proper and systematic
maintenance of information about every employee. This may be used for counseling, training
and development, career planning, promotion etc.
Anticipate
Innovate
Adapt.
In this HRD has the central role to play in promoting and supporting the development of
a learning environment to create and nature knowledge.
Knowledge is the key source of competitive advantage, and this is brought out through
the employees.
So the role and functions of HRD are directed towards the release of the human potential
in individual in individuals, groups and organizations through learning experience that result
from planned and organized training, education and development activities.
There are three major sub roles for the HRD practitioner in an organization. They are
learning specialist, administrator and consultant.
HRD must provide the required learning and growth experiences to both individuals and
groups to help them resolve organizational problems and use the various opportunities for
organizational change.
1.Training activities:
It focuses on learning the skill, knowledge and attitude required to initially perform a task
or to improve upon the performance of the current job.
2.education:
It focuses on learning new skills, knowledge and attitude that will equip an individual to
assume a new job. The learning to be gained is identified from know prerequisites of the future
job assignment.
3.Development activities:
Development activities are not job related but are more oriented towards personal and
organizational growth. The purpose of the development activity is to help the individual by
providing learning opportunities to broaden one’s conceptual and perceptual base in the area not
previously experienced by the individual.
The HRD manager is first a line manager of an organizational unit or department that
perform a staff function. Secondly, the HRD manager also serves as a consultant to the
organization’s chief executives officers and helps the line management team to resolve its
personnel, productivity and organizational problems.
the line managers with the assistant of the HRD staff, who are the in-in-house consultants
of the organization, can carry out the following activities effectively:
1.To do everything possible to ensure that the on-the-job application of learning will take place.
2. To identify the difference that has occurred to the organization by way of cost reduction,
quality or quantity improvement or any others. If on-the-job application of the learning takes
place.
3.To asses the training , education and development needs of their employees to help them
determine the causes for the performance gap within their staff units.
some of the qualities which an HRD manager or professional should possess, in order to
be effective in his filed, include:
1.The ability to plan for the HRD activities of the organization: this include identifying
the training and development needs of the employees, designing, implementing and evaluating
such programs, etc. all these HRD activities should be based upon the HRD policy which should
be in line with the organizations mission and strategy.
2.He should be able to establish goal priorities of the HRD activities for the current and
future period which may be for next five years.
3. He should be able to seek the most appropriate organizational structure and location
for the HRD unit in the overall organization chart.
4.He should be able to develop HRD MIS to provide good internal and external data
sources thereby ensuring overall HRD efficiency.
5.Mission oriented position description has to developed for the staff and supporting
personnel of the HRD unit.
6.Highly participative style can be followed by the manager in his planning and directing
effort.
7.Respect and confidence can be gained from line managers and peers by being
technologically competent in the design and delivery of the HRD activities as well as practical
and more realistic approach when situation demand.
overall an HRD manager should be able to provide opportunities to each employee for
personal and organizational and organizational growth as well as treat them dignity they deserve.
As any other function HRD professionals also have face various challenges and issues in
the dynamic competitive environment. Some of the issues are:
1.Change environment:
2.Technological impact:
The technological advancement will brought about the changes in the life style of individuals and
organization. The impact of internet, E-Mail, video conferencing is grater on people.
HRD effort not succeed unless the commitment of the top management. Normally the
line manager are not serious in e HRD efforts because HRD is seen as a non productivity
expenditure for organization.
4.globalization:
The globalization cakes or compels the organization to increase their ability to learn and
collaborate and manage diversity, complexity and uncertainty. So , HR professional will have to
create models and process for attaining global competitiveness and effectiveness.
5. Learning organization:
Have been given greater importance for learning in organization. individuals are
encourage and engage in life long learning.
6. Organizational strategy:
Organizational strategy will helps the organization to face the global competitive
environment. Organizational strategy will be effective only if the HR strategy are held in its and
other strategies are evolved around it.
7. Employee orientation:
Employee orientation develops the new employees to contribute more quickly to the
business. It is also essential to help the employees to meet the challenges when the organization
go for restructure organization and new pattern of work and radical change.
8.HR outsourcing:
There is a latest trend called HR outsourcing which pickup in the business scenario.
Today there are no. of HR outsourcing consulting are growing rapidly because of this its threat to
internal HR professional over a period of time.
HRD Culture:
HRD culture is derived from the overall organization culture. Based on how the
organizations treat, believes and handle the employees, their HRD culture is identified.
The stand taken importance given by the organization towards people development,
encouragement, training, career development and for innovation, etc. brings out the traits
or characteristics of the organization.
Individual autonomy:
The degree to which employees feel free to manage themselves and are not accountable
to others.
Position structure:
The extent to which reward are related to performance and the required system of
behavior in the organization.
Consideration:
To extent to which people in the organization offer social –emotional support to each
other and work as a team.
Conflict management:
The extent of differences present between individuals and departments and the way in
which they are resolve.
Risk taking:
The degree of freedom to experiment with new ideas, take risk and commit honest
mistakes without fear of punishment.
Control:
The extent to which people are formally controlled whether the organization is rule
oriented, the extent of informal groups functioning in the organization.
The prevailing HRD culture of the organization can be measured by analysis certain
factors which bring out the way employees are handled and encouraged to in the
organization.
Thus, the culture pertaining to how the employees are encouraged develop and take
initiate is bring out through the following practices collectively called as OCTAPACE
culture of an organization.
O-Openness: the extent of willingness to share and receive information, ideas and
suggestions from employees.
C-Confrontation: the willingness to face and solve the problems rather than to avoid
them until they grow bigger issues.
T-Trust : extent of faith which people have for one another.
A-Authenticity: the extent to which people say what they mean and mean what they say.
HRD Climate:
HRD Climate is perception of the employees about the prevailing HRD culture in the
organization which is mostly brought surveys, covering the entire or a sample of employees.
Mapping such HRD climate helps the organization to know the exiting climate and take
necessary steps to modify or change certain practice if they feel there remains a gap between
what they want and what is prevalent.
Map your HRD practices-profile instrument, developed by Rao T.V(1991). It contain the
95 activities under 9 different dimensions:
7. Influencing HR policies.
HUMAN RESOURCE
The elements of HRD climate can be grouped Into three broad categories
1. General climate
3. HRD mechanisms
5. Feedback
7. Team spirit
11. experimentation
1.Organizational Structure
If the structure and the role is not clear, people will not know what the work process is,
who is responsible for what, whom to go for help and decision, and who can assist in
problems that may arise.
2.Organizational Culture
Organizational culture is the pattern of ,beliefs ,knowledge attitudes and customs that
exists within an Organization.
3.HR Processes
Impact of Climate:
1.Turnover
2.Stress and
3.Sickness.
4.Poor performance:
5. error rating,
1.job satisfaction,
2.confidence in management,
3.active commitment,
4.faith in organizational performance.
Measurement of climate seeks to identify the , components of both bad and good climate
both in absolute terms and perceptual terms
Organizational leadership/mission
Management practices
Self -at work your -role development, opportunities motivation ,commitment, stress
Self -outside work-how work affects your life (good/ bad) vice- vers
Economic Condition
Leadership Style
Organization Size
Interested in people
Helpful attitude
Communication skills
Objectivity in approach
A Framework for the HRD Process HRD efforts should use the following four phases (or
stages):
1. Needs assessment
2. Design
3. Implementation
4. Evaluation
2.Design Phase
3.Implementation Phase
4.Evaluation Phase
2. Offer it again?
Summary