Historical Development -1 0f 3

Origin not very old – Early Seventies

Term first applied in George Washington University
1969 – Miami – American Society for Training and
Development Conference.
Middle 1970’s – gained more acceptance but as merely
more attractive term.
Japan first country to use HRD – Better people , not
merely better technolgy the surest way to a better
society.

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Historical Development 2 0f 3
India – State Bank of India introduced for the first
time in 1972.
Concept not imported – philosophical value concept
developed by Dr. Udai Pareek.
1980 – BHEL, SAIL, Maruti Udyog Ltd. India Airlines
HRD Initial impression – Training and Development
Later other Sub Systems were added- Appraisal,
career planning & Development, Feedback &
Counseling,OD.

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Historical Development 3 0f 3
Important Role of - IIM Ahmedabad, Indian Society
for Training & Development, New Delhi, National
HRD network, New Delhi, Centre for HRD at XLRI
Jamshedpur and Some Individual Researchers to carry
forward the HRD movement.
Today – almost all organisations have realized the
scope and importance of HRD.
HRD – National Issue - Ministry of HRD to mobilize
the Human Potential in Country.

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Concept Of HRD 1 of 3
Concerned with development of Human Resources.
Development – improving the existing capabilities in human
resources & helping them to learn and acquire new skill and
capabilities.
HRD Philosophy – Individuals have unlimited potential for
growth and development.
HRD process of increasing knowledge, will and capacities of
all people in a society.
HRD – Multidimensional
National Context – process to help to acquire new
competence to make them self reliant and instill sense of
pride in their country.
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Concept Of HRD 2 of 3
Economist – accumlation of Human Capital for
effective utilization to develop economy.
Political – prepares people for active participation in
the political system.
Social and Cultural – enriches life
Human aspect – Resource aspect – development aspect.
Dr. Len Nadler – “HRD means an organised learning
experience, within a period of time with an objective of
producing the possibility of performance change.”

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Concept Of HRD 3 of 3
Prof. T.V. Rao – Process in which the employees of an
organization are continuously helped in a planned
way to:
 acquire or sharpen their capabilities
 Develop their capabilities as individuals
 To develop an organizational culture
 HRD not just limited to organizational role of
employees.
Focus equally on building & enabling organizational
culture.

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Characteristics of HRD
1. HRD is a system
2. HRD is a planned process
3. HRD is inter-disciplinary concept
4. HRD is continuous learning system
5. HRD is a cooperative massive effort in the
organization – four basic agents or partners of
development :
 The employee or individual
 The immediate boss of the employee
 The HRD department
 The organisation

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Characteristics of HRD
6. HRD is an administrative function – HRD manager – line
manager – not a staff function, American Society for
Training and Development = HRD shall be an
entrepreneurial function.
7. HRD is concerned with the development of people
working at all levels
8. HRD is science as well as an Art
9. There is a positive relationship between HRD and
Organizational effectiveness.
10. HRD is strategy to Transform Human Resource Inputs in
to outputs.

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Characteristics of HRD
11. The components of HRD has a wider range: HRD &
OD not synonyms. HRD & OD are interlinked.
HRD

Reaction

Learning

Job Behaviour Change

Organisational Behaviour Change

Organisational Performance or Organisational

Development

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Objectives of HRD
To maximize the utilization of human resources for
the achievement of individual and organizational
goals
To provide an opportunity and comprehensive
framework for the development of human resources
in an organization for full expression of their latent
and manifest potentials.
To locate, ensure, recognize and develop the enabling
capabilities of the employees in the org – present &
potential roles
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Objectives of HRD
To develop the constructive mind & overall
personality
To develop the organizational health, culture and
effectiveness
To humanize the work in the organization
To develop dynamic human relationship
To generate systematic information about human
resources

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Need for HRD
“ The real strength of the country lies in the
development of the human mind & body.”
“If you wish to plan for a year, sow seed;
If you wish to plan for ten years, plant trees;
If you wish to plan a life time, development”.
HRD new and of topical interest
Govt. of India created seprate ministry.
Need of HRD inIndia identified by – Shri C.S.
Kalyanasundaram and Prof. T.V. Rao

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Need for HRD
Importance & Need can be measured from the
following discussion:
1. Success of an organization
2. Fulfillment of the goals
3. Development of Men
4. Higher Productivity
5. Good Return on Investment
6. As the soul of Personnel Department
7. Its strong superior – subordinate relationship

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Need for HRD
To cope with changes
As a precondition of Economic Growth

“Human Resource Development leads to Economic

Development” – Paul J. Myer.
“even in a country like the USA a large part of industrial
growth is derived not from more capital investment
but from development in human power.”
- Prof. J.K. Gilbraith

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HRD – Total System
Total system with various sub-systems
Various thinkers & Professionals - Different HRD
mechanisms & Sub systems
Prof. TV Rao – Performance & Potential Appraisal,
feedback and performance coaching, career planning,
Training, OD, Employee welfare, Quality of Work life,
Human Resource Information System.
Dr. Udai Pareek - Performance & Potential Appraisal,
career Development and planning, Training.
Reward system and employee welfare – hygiene factors

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HRD – Total System
HRD Models of different Public and Private sector
enterprises – no harmony in application of HRD
1. SBI – components of HRD – Manpower Planing, PMS,
Training & OD, Career Planing and Research.
2. BHEL – Similar to SBI, added – Job design, Rewards,
Quality circles, HRIS
3. IOC – initially 12 sub systems – later dropped –
Recruitment, Selection, Induction and Participative
Management.
4. Larson & Toubro – inducted HRD in 1975
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HRD – Total System
Crompton Greaves – Role Analysis, Appraisal
systems, Counseling.

Fundamentals of HRD:
1. OD
2. Training and Development
3. Appraisal Systems
4. Career Advancement

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HRD – Total System
Four Main Subsystems:
1) Job and Salary

i. Job Description
ii. Job Analysis
iii.Job Evaluation
iv.Salary Administration
v. Performance Appraisal
vi.Potential Appraisal
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HRD – Total System
2. Planning and Administration

i. Manpower Planning
ii. Procurement
iii. Promotion and Transfers
iv. Career Planning and Development
v. Personnel records

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HRD – Total System
3. Human Resource Development

i. Training
ii. Organizational Development
iii. Feedback
iv. Counseling
v. System Development and Research

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HRD – Total System
4. Worker Affairs

i. Industrial Relations
ii. Worker Welfare
iii. Work Design
iv. Worker Participation
v. Worker Devlopment

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Functions of HRD
HRD - Holistic Concept
i. A Line Function
ii. A Co-ordinative Function
iii.Staff (Service) Function
Dr. Udai Pareek-
1. Providing Support to other systems
2. Development of system ,Research
3. Management of HR
4. Developing competency of various kinds
5. Catering to the process needs

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Functions of HRD
1. Supportive Role
a. Strengthening Operating and Executive Levels
b. Consolidating Existing Strengths

2. Role of System Development and Research

3. Managerial Role
a. Manpower Planning
b. Procurement
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Functions of HRD
d. Placement
e. Retaining , Motivating and Integrating People
f. Planning for Growth
g. Healthy Industrial Relations
h. Job Analysis Evaluation

4. Role of Developing Competence

a. Technical Competence
b. Managerial Competence

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Functions of HRD
c. Process Competence

Helping Competence & Coping Competence

5. Process role
a. Creating the necessary culture and values in the org.
b. Diagnostic
c. Interventions

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