Human Resource Developm ent

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 developing unleashing process for and human

HRM vs HRD
HRM

HRD

a routine and administrative function Function more independent with separate roles to play. Mainly a reactive function responding to the demands which may arise.

continuous process

sub-system of a large system, more organizational oriented More proactive; it copes with the changing needs of the people as well as anticipate these needs. Developing the organization, e.g. OD. whole

Concerned with people Only. 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

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

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

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