5.

 
Change
Management
: HRD
facilitates
planning, and
management
ofchange in an
organization.
It develops
organizational
health,
cultureand
environment
which lead to
change
management.6
.
 
Opportunities
for Training
and
Development
: Trainings
anddevelopme
nt programs
opportunity
for employee's
development
bymatching
training needs
with
organizational
requirement.7.
 
 Performance 
Improvement
: HRD
develops
necessary
skills and
 

2.3
 – 
 Human Resou
rce Developm
ent and Planni
ng 4 |
 
Page
 
abilities
required to
perform
organizational
activities. As a
result ofwhich,
employees can
contribute for
better
performance
in
anorganization
.
HRD
Functions:
HRD
functions
include the
following:1.
 
Employee
training and
development,2
.
 
Career
planning and
development,3
.
 
Succession
planning,4.
 
Performance
appraisal,5.
 
Employee’s
participation
in managemen
t,
 6.
 
Quality
circles,7.
 
Organization
change and
organization
development.
Outcomes
of HRD:
Outcomes of
HRD at the
organisational
level are:1.
 
Training
increases
competence of
the employees
with
development
ofknowledge,
new skills and
attitude.2.
 
Employees
become aware
of the skills
required for
job
performance.3
.
 
Employees
become more
committed to
their jobs. It
increasesobjec
tivity.4.
 
Team spirit
goes up.5.
 
Development
of trust and
respect for
each other
among
employees.6.
 
Collaboration
and team work
produces
synergy
effect.7.
 
They accept
change
readily.8.
 
Increase in
capabilities to
solve
problems.9.
 
Important and
useful data in
respect of
employees are
generated,
whichhelps in
human
resource
planning.10.
 
Employees
participate in
decision
making.11.
 
HRD
improves
human
resource
aspects like
skill,
knowledge,
creativeabilitie
s and talents
and moulding
of other
aspects like
values,
beliefs,aptitud
e and attitude
according to
the changing
needs of
groups,
andorganisatio
n.
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5 | Page 2.
3
 – 
 Human
Resource
Development
and Planning
Q.2. HRD
SYSTEM
Human
Resource
Development
(HRD) is the
part of Human
ResourceMana
gement
(HRM) that
specifically
deals with
training and
developmentof
the employees
in the
organization.H
RD functions
in an
organization,
like Employee
training and
development,
Career
planning,
Succession
planning,
Performance
appraisal, etc.,
arecarried out
through its
systems and
sub systems.
 
HRD has five
major systems
and each of
the systems
have sub
systems:1)
 
Career
System,2)
 
Work
Planning
System3)
 
Development
System4)
 
Self-Renewal
System and5)
 
Culture
Systems1.
 
Career system
: Career Syste
m ensures attr
action
and retention
ofhuman
resources
through the
following sub-
systems.a)
 
 Manpower p
lanning sub-
system
: It performs
the task of
gettingthe
right number
and type of
personnel to
do the
required tasks
forthe
fulfilment of
the goals and
objectives of
the
organization.b
)
 
 Recruitment 
sub-system
: It performs
the task of
finding
andattracting
the potential
resources for
filling up the
vacant
positionsin an
organization.c
)
 
Career
planning sub-
system
: It helps the
employees to
managetheir
learning and
development.d
)
 
Succession
planning sub-
system
: It performs
the task
ofidentifying
and
developing
new leaders
who can
replace old
leaderswhen
they leave,
retire or die.e)
 
 Retention su
b-system
: It performs
the best effort
to maintain
aworking
environment
which
supports
current staff in
remainingwith
the
company.2.
 
Work
Planning 
 
System
: This system
ensures that
the attracted
andretained
human
resources are
utilized in the
best possible
way to
obtainorganiza
tional
objectives
through the
following sub-
systems.a)
 
 Role analysi
s sub-system
: It performs a
systematic
approach
todetermine
the relative
value of roles
within an
organisation
bymeasuring
the demands
and
responsibilitie
s of the role.b)
 
 Role efficacy 
sub-system
: Role efficacy
subsystem
measures
thepotential
effectiveness
of a role.
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2.3
 – 
 Human Resou
rce Developm
ent and Planni
ng 6 |
 
Page
 
c)
 
 Performance 
plan sub-
system
: It performs a
systematic
andstructured
approach to
successfully
achieve the
desired goals
ofindividuals
or team.d)
 
 Performance
feedback and
guidance sub-
system
: It
exchangesinfo
rmation
between
employee and
manager
concerning
theperformanc
e expected and
the
performance
exhibited
forconstructiv
e feedback.e)
 
 Performance
appraisal
sub-system
: It evaluates
and
documentsthe
job
performance
of an
employee.f)
 
 Promotion s
ub-system
: It deals with
the
advancement
of anemployee
within a
company
position or job
tasks.g)
 
Job rotation
sub-system
: It
implements
the
managementa
pproach where
employees are
shifted
between two
or more jobs
atregular
intervals of
time in order
to expose
them to all
verticals ofan
organization.h
)
 
 Reward sub-
system
: It is
concerned
with the
formulation
andimplement
ation of
strategies and
policies that
aim to reward
peoplefairly,
equitably and
consistently in
accordance
with their
value tothe
organization.3.
 
 Development 
System
: Following
are some of
the
developmental
sub-systems of
HRD that
make sure that
human
resources in
theorganizatio
n are
continuously
developed.a)
 
Induction
sub-system
: It organizes
induction
programmes
forbringing
staff into an
organisation.b
)
 
Training sub-
system
: It attempts to
improve
current or
futureemploye
e performance
by increasing
an employee's
ability
toperform
through
learning.c)
 
Job
enrichment
sub-system
: It designs
and
implements
plan
tomotivate
self-driven
employees by
assigning
them
additionalresp
onsibility
normally
reserved for
higher level
employees.d)
 
Self-learning
sub-system
: It enables
employees to
enhance
theircompeten
ces and
abilities that
have value in
labor
market.e)
 
 Potential ap
praisal sub-
system
: It identifies
and evaluates
thepotential of
the employees
to assume
higher
positions
andresponsibil
ities in the
organizational
hierarchy.f)
 
Succession
Development
sub-system
: It identifies
and
developsnew
leaders who
can replace
old leaders
when they
leave, retire or
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