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Human Resource Development:
HRD means optimum utilization of existing human capabilities- intellectual, technological,entrepreneurial and even moral and creation of new ones.HRD Programs in developed countries and in the organized sector of developing countries are mainly meant for satisfying the self actualization needs of the workers employed and raising their  productivity level for mutual benefit. Of course there may be aspillover effect on the people at large. But in developing countriesit is better to equate HRD with basic needs strategy and is intendedfor the poor.
HRD activities in the context of development in general andparticularly to community development (Rural &Urban) may be broadly be classified as
1. Activities meant for the people (individual beneficiary oriented as well as group oriented – Receiving system)2. Activities meant for the people who areassociated with developmentadministration.(delivery system)Human resource in the rural context does notmerely refer to the innate and acquiredqualities, skills and attitudes of the people, butalso, particularly about their 
“social responseto economic opportunity”
and
“readiness toundergo economic change”.
This is necessary because economicdevelopment demands certain behavioral patterns1. Desire to develop fundamental science.2. To apply science to economic life.3. To accept the possibilities of innovations.4. To seek material advance.5. To consume.
HRD for RD means inculcating the above said five behaviors.
Resource:
A source of help; means tosupport
Human Resource:
refers to the people withcapabilities and potentialities to grow anddevelop.Development: refers to the qualitative growthof resource.
Human resource:
The sum total of knowledge, skills andaptitudes of the people inhabiting the countryis a narrow view of defining human resourceor capital. In the wider perspective in includesthe initiative, resource fullness, capacity forsustained work, right values, interests,attitudes and other human qualitiesconducive to higher output and acceleratedeconomic growth.
HUMAN RESOURCE DEVELOPMENT & CAPACITY BUILDING FORVOLUNTARY ORGANISATIONS / NGOs / NPOs.Compiled byS.RengasamyMadurai Institute of Social Sciences
 
CAPACITY BUILDING
Capacity building is defined as the "process of developing and strengthening the skills, instincts,abilities, processes and resources that organizations and communities need to survive, adapt, andthrive in the fast-changing world."Capacity building process will generate:
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Greater resources.
Increasing the amount of resources (financial, technical, human, andphysical) available to the organization and therefore, its ability to provide services and programs.
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Greater efficiency.
Improving the utilization of resources across the organization and therefore,reducing the relative cost of services and programs
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Greater effectiveness.
Improving the management and allocation of resources across theorganization and therefore, increasing the probability of achieving successful program outcomesCapacity building has fast become a major topic among nonprofits and management supportorganizations (funders, associations, training centers, consultants, etc.) that provide services tononprofits. There are a variety of definitions for capacity building. Perhaps the most fundamentaldefinition is
"actions that improve nonprofit effectiveness".
Some other discussions aboutcapacity building refer to the concept as actions that enhance a nonprofit's ability to work towards itsmission.The concept of capacity building in nonprofits is similar to the concept of organizational development,organizational effectiveness and/or organizational performance management in for-profits. Capacitybuilding efforts can include a broad range of approaches, eg, granting operating funds, grantingmanagement development funds, providing training and development sessions, providing coaching,supporting collaboration with other nonprofits, etc. Prominent methods of organizational performancemanagement in for-profits are beginning to be mentioned in discussions about capacity building, aswell, for example, the Balanced Scorecard, principles of organizational change, cultural change,organizational learning, etc
 
HRD for RD means to achieve transformation in respect of behavioral pattern which areadverse to economic and social development to those favorable which are positive.
Human Resource are the energies, skills, talent and knowledge of the people which can / should be applied to the production of goods or rendering of useful services.
HRD for voluntary organization:
Human Resource Development / Training for voluntary organization should be conceived inthe background of the various functions performed by these organizations.
Functions complimentary to the delivery system (government)
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Supplement its efforts.
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Activate the system to respond better to the needs of the people.
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Providing feedback.
Functions relevant to the receiving system (people)
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Organizing them
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Training them
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Creating awareness
Function relevant to administering the voluntary organization:
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Efficiency in service quality
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Resource mobilization
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Developing its own staff 
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Innovation experimentation.
 
 To carry out these functions personnel’s in V.Os has to perform several roles.
Roles Methods to be used
Human Relation Trainer Education, communication, group organization.Social Technologist Fact finding , analysis, community survey ,etc.,Social Advocate Fact finding, analysis, direct action legislative promotion.Problem slower Mediating , negotiation , planning etc.,Consultant Process, research consultant.
What the voluntary organization are doing is no doubt a complex task, controlled and governed by multiple factors and actors. Therefore a complete understanding of the rural development process, identification of problems, recognition of the casual factors and explanation of theeffects are a precondition to promote and guarantee development. For this updating information base, increasing the efficiency and skill of the person working in V.Os through appropriatetraining programs are quite important for them to function and interact in an interdisciplinaryand multi problem environment. The training ground should be highlighted to provide forum for Exchanging ideas.Sharing experiencesBridging differencesImparting new techniques and methodsEnhancing analytical power and finallyDeriving consensus to strengthen the functional capabilities of the V.Os personals throughmutual co-operation and appreciation.
NEED FOR CAPACITY BUILDING TRAINING INWELFARE/DEVELOPMENT SECTOR
Employee’s development and training form an essential aspect of the direction of human efforts.Training of staff has become the fastest growing segment of personnel activities. Trainingenables the employees to improve their knowledge, skills, sensitivity and creativity. It alsoenables the employees to adjust to the socio-economic environment and there by contributes tothe improvement and realization of such environment. The successful implementation of any plan, scheme, project, services of programs by an organization to a greater extent depends uponthe availability of qualified and trained manpower. The ideal situation demands that a proper assessment of manpower needed and their training requirements are made before launching any program or activity. This advance planning help in utilizing the services of existing traininginstitutes and their facilities as well as developing and establishment of organization’s owntraining institutes to meet the unmet needs and requirements of staff engaged in developmentaladministration.Realizing the very significant role played by institutional building regular training programs, our Five Year Plans have laid strong stress on human resource development and a major componentin this is the expansion of the social infrastructure for social welfare skills and socialdevelopment. During the Seventh Plan Period (1985-1990) emphasis has been laid onconsolidation and improvement in supply and quality of services. Personnel engaged in deliveryof social welfare services have to play a crucial role for developmental programs. They have toimplement the programs with greater vigor and insight so as to achieve the intended results inthe field of social welfare and development. The aim is to meet the unmet needs and energy
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Cristea Nicolae

PRESENTATION We have worked with major organizations like Handicap International in Lyon/France , USAID , RAF(Romanian-American Foundation) , Soros Open Society , etc. Our expertise: - Preparing budgets; - Internal Audit; - Payroll; - Preparing the accounting , specific for NGO; - Financial profitability analysis; - Project Management; -- Kind regards, Cristea Nicolae Email:crisinvest@gmail.com

reply02 / 19 / 2012
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