Human Resource Development: The Vital Component or Poor Relation of HR Change

Strategies.
What is Human Resource Development (HRD)?
The skilful provision and organization of learning experience in the workplace in
order that business goals can be achieved. It must be aligned with the
organizations mission and strategic goals in order that, through enhancing the
skills, knowledge, learning ability and enthusiasm of people at every level, there will
be continuous organizational as well as individual growth.
Perspectives of HRD:
Education
Learning
Training & Development
Association of HRD:
Internal Resourcing Strategies.
Direct alternate to recruiting from external labour market.
HRD The Vital Component
HRD is a vital component of HRM because it can be internally integrated with all
other HR levers. Development of people virtually absorbs all HRM process such as:
Recruitment and Selection
Motivational Strategies
Retaining and Rewarding People
Appraisal and Development of People

HRD The Poor Relation

HRD is also identified as the prime reason for poor performance at macro, as well as
at micro level.
Macro Level:
At international comparison HRD has failed to:
Address the needs of Industry
Provide consistent direction
Concentrating on the certainties of vocational relevance rather than the long term
knowledge demands
Micro Level:

At individual organization level, HRD fails to:

Regarded as a managerial priority
Integrate through a learning culture into every day practice
The traditional patterns of corporate ownership, dominance of accountancy
traditions and short-termism that characterize our business inheritance arguably
provide infertile conditions for what is essentially a long-term commitment.
The Relevance of HRD to the Management of Change:
Investment in HRD can play a key role in initiating and facilitating change:
Adopt whatever comes and take advantage
Turn threats into challenges
Rise these challenges to increase benefits to the organization and workforce
HRD as integral component of wider HR strategies designed to create:
New working practices
Highly motivated, flexible and autonomous workforce that have advantages for
employee i.e:
Personal Growth
Involvement
Employability
Recognition and Extrinsic Performance Rewards
The poor relation of HRD with education and training also suggests that any overreliance on external resourcing strategies is becoming increasingly unsustainable.