Human

Resource
Developme
nt

GROUP MEMBERS
Humna Zubair
Nida Bakhtiar
Asfandyar Khattak
Sana Munir
Midhat Batool

What is HRD?

Deals with development and

up gradation of human
capital
HRD

HRD tries to bring about

qualitative
changes
in
human capital in accordance
with the needs

HRD
is
a
process
for
developing and unleashing
human expertise through
organization
development
and personnel training

HRM vs HRD
HRM

HRD

a routine and administrative

function

continuous process

Function more independent with

separate roles to play.

sub-system of a large system,

more organizational oriented

Mainly a reactive function

responding to the demands
which may arise.

More proactive; it copes with

the changing needs of the
people as well as anticipate
these needs.

Concerned with people Only.

Developing
the
organization, e.g. OD.

It is basically the responsibilities

of the HR department.

involvement of the entire work

force from top to bottom is
more and a must in most of the
cases

whole

Beliefs about the Role

of HRD

Strong
commitment
to
the
development of people
Change is a learning process
Learning is the heart of HRD
Helping and facilitating
Learning occurs on multiple levels
Learning and performance are both
valued roles of HRD
Development of systems is important

Field
of
Practic
e
in HRD

T&D

Employee development

Technical training

Management development

Executive and leadership

Development

Human performance

Organization development

Organizational learning

AREAS
DISCUSSED
UNDER HRD

AREAS
DISCUSSED
UNDER HRD

Human Resource Planning

Ensuring availability of right numbers of

workforce , in terms of skills at the right
time and at the right place
Developing their potentials in terms of
skills, performance and capacity

Recruitment and Selection

Recruiting is a way of generating

applications or attracting applicants for
specific positions
Selection is thus a means of selecting the
best-fit for a job by using multiple hurdles

Performance Appraisal
also

called employee
rating
review of the way in which
an individual performs in his
or her job.

Counseling
Helping

the employee to
recognize his own strengths,
weaknesses and potential

Career Planning

involves identifying the right potential

well in time, for development to take over
higher responsibilities
attention is focused on individuals style
of working than his current performance
results.

Succession Planning
1.
2.

3.

to decide which are the key jobs

to identify the potential incumbent who
can fit the position
to make necessary records in the
organization chart

Training
Improve

the capabilities of the

human resources in order to
increase their efficiency and
effectiveness
Job
oriented and fulfills the
current needs of an individual to
overcome job difficulties.

Job Evaluation
Determine

the relative worth of

a job compared to other jobs
within an organization

Rewards
Positive

reinforcements
given by the organization
Rewards include:
Promotion
Incentives
Increments, etc

PHASES FOR
ADOPTING HRD

Learning and HRD

Maximizing

learning and creating a

learning environment
Recognizing Individual differences
Learning strategies and styles

Assessing HRD needs

Strategic

organizational analysis
Task analysis
Person analysis
Prioritizing HRD needs.

Designing Effective HRD

Programs

Implementing HRD
Programs

THANK U