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Q.1) Define Human Resource Development? Roles Responsibility and Functions In

Q.1) Define Human Resource Development? Roles Responsibility and Functions In

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Published by karamyi

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Published by: karamyi on Oct 18, 2009
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Q.1) Define Human resource development? Roles responsibilityand functions in an organization and its importance?
Human Resource Development (HRD) is aframework for helping employees, develop there personal andorganizational skills, knowledge and abilities. Human ResourceDevelopment includes such opportunities as employee training, employeecarrier development, coaching, succession planning, key employeeidentification, tuition assistance and organizational development.
Role of Human Resource Development :
Human Resource Development reinforce the executiveSkills by marketing people aware about the skills required for job performance and by outlining performance standards.
It uploads career planning and ensure all around growth of employees.
It makes utilization of manpower by employing right man toright job at right time.
It is two ways process and establishes congenital growth of employees.
It is action oriented. Employee’s contributions are rewardedhandsomely.
It facilitates human resource planning and control bymaintaining update data about the manpower for present andfuture use.
It fights resistance to changes and employees becomeaccommodating and willing to accept the change.
It brings about an atmosphere of mutual trust and confidenceleading to overall better performance.
It maintains transparency in administration.
It encourages people to show innovation while solving problemsand also take calculated risks.
Responsibilities of Human ResourceDevelopment:
Fairness in the workplace
One important managerialresponsibility is making sure that all managers and staff apply personnel policies on a day-to-day basis and distributetasks and responsibilities fairly and equitably amongemployees. When developing an integrated human resourcemanagement system, you should review your organization's job classifications and related salary scales to ensure thatsalaries are appropriate to the level of responsibility and arecompetitive when compared with local economic conditions.
Setting Work Priorities
You should also review your organization's personnel policies, update them as needed, and make the updatedinformation available to all staff. One of the steps you can take instrengthening an HRD system is to make sure that all staff has a currentand up-to-date job description that provides them with information abouttheir general duties and responsibilities. The job description provides thesupervisor with a starting place in developing a work plan with theemployee.
Encouraging Good Performance
An important element of a workplanning and performance review system is holding joint
work planning and performance review meetings on aregular basis. This system allows both the supervisor and theemployee to evaluate performance and to plan ahead fortraining or other career development activities, if needed. Awork planning and performance review system can improveindividual staff performance and increase staff motivation. If you use the system as the basis for creating a staff development plan, it will also help you align staff development efforts more closely with your organization'sgoals.
Providing Meaningful Work:
Communicating to employeesthat their work matters is an important element in an HRDstrategy. Engaging in systematic planning and taking stepsto make sure that people's day-to-day work directly supportsthe priorities of the organization is critical to meeting yourorganization's objectives. These objectives represent thestrategic areas in which your organization has decided tofocus in a given year, as identified during your organization'sannual planning process.
Staff Development Responsibility
Making staff development apriority is an importance component of a comprehensiveHRD system. A well-managed program of training and staff development can broaden the skills and competencies of your staff and reap many pay-offs. Formal, organizedtraining is only one vehicle for staff development. Other staff development strategies include:
On-the-job learning through mentoring relationships;
Cross-functional assignments;
Membership in task forces and committees;

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