ASSIGNMENT

MODULE IV: INTRODUCTION TO HRD

SUBJECT: HR PLANNING AND DEVELOPMENT

NAME: HARDIK KURIYA

ENROLLMENT NO: 92000323046
SUBMITTED BY: HARDIK KURIYA

UNDER THE GUIDANCE OF

DR. UMESH SHARMA

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 LEARNNING POINT OF HRD

➢ Introduction to HRD
➢ Concept of HRD
➢ Relationship between HRM and HRD
➢ HRD mechanism
➢ Processes and outcome of HRD
➢ Various matrix of HRD
➢ HRD interventions
➢ Roles and competencies of HRD professionals
➢ Challenges in HRD

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 INTRODUCTION OF HRD

➢ Human resource development can be defined as a set of systematic

and planned activities designed by an organization to provide its
members with the opportunities to learn necessary skills to meet
current and future demands.HRD activities should begin when an
employee joined an organization and continue throughout his or
her career, regardless of whether that employee is an executive or
a worker on an assembly line. HRD programs must respond to job
changed and integrate the long term plans and plans and integrate
the long term plans and strategic of the organization to ensure the
efficient and effective use of resources.

Definition of HRD

➢ Human resources development is the integrated use of training,

organization, and career development efforts to improve individual,
group, and organization effectiveness. HRD development the key
competencies that enable individuals in organizations to perform
current and future jobs through planned learning activities.

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Concept of HRD

➢ What are the basics of Human Resource Development?

Recruitment & selection, performance management, learning &
development, succession planning, compensation and benefits, Human
Resources Information Systems, and HR data and analytics are
considered cornerstones of effective HRM

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➢ All factors is very importance to for the Human Resource
Development system as above

Relationship between HRM and HRD

➢ HRM is a management function concerned with hiring, motivating,

and maintaining people in an organization. It focuses on people in
organizations. Human Resource Management is designing
management systems to ensure that human talent is used
effectively and efficiently to accomplish organizational goal.

➢ Human resources development is the integrated use of training,

organization, and career development efforts to improve individual,
group, and organization effectiveness. HRD development the key

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 competencies that enable individuals in organizations to perform
current and future jobs through planned learning activities.

➢ HRM stands for human resource management. in comparison, HRD

stands for human resource development. HRM is a management
department whose responsibility is to ensure that a particular
organization's employees give their best to achieve the result. In
contrast, HRD manages the training and development of the
employees

➢ What are the similarities between HRM and HRD

Basis for comparison HRM HRD

Objective To improve the To develop the skills,

performance of the knowledge and
employees competency of
employees.
Process Routine Ongoing
Dependency Independent It is a subsystem
Concerned with People only Development of the
entire organization

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 HRD Mechanisms

The following HRD mechanisms are currently in use in order to

development competencies of people and improve the overall
organizational climate

HRD Mechanisms
❖ Performance appraisal
❖ Potential appraisal
❖ Career planning
❖ Organization development
❖ Reward
• External equity
• Internal equity
• Individual equity

Processes and outcomes of HRD

What is the HRD process?

Human resource development is the process of assisting employees in a
certain organization to improve their personal and organizational skills,
their abilities and use of knowledge. This includes helping them through
taking them for training, career development courses, organizational and
performance management.

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▪ HRD Processes centered around:

1. Employee
2. Role
3. Teams
4. Organization

1. Individual: Individual is the basic constituent of an organization.

All the behavioral pattern and dynamisms emerge from individuals.
▪ Efficacy
▪ Effectiveness
▪ Styles
▪ Leadership

2. Role: Role is a dynamic entity which involves the expectations of

significant others and self from the position of the role holder. Role
related HRD processes in organization
▪ Competencies for job performance
▪ Commitment
▪ Motivation
▪ Frustration
▪ Stress & burnout

3. Teams: when individual begin to work in team behavioral patterns

and dynamism emerge.

▪ Communication
▪ Feedback
▪ Conflict resolution
▪ collaboration

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 4. Organization: A large number of HRD processes are
organization related

▪ Organizational climate
▪ Communication
▪ Learning organization
▪ Organizational change
▪ Organizational development

HRD OUTCOMES

HRD outcomes provide the ground rules to build an organization

excelling in people, processes, products and profits,
Outcomes
• Training makes people more competent. They develop new skills,
knowledge and attitudes.
• There is greater clarity of norms and standards people become
better award of the skills required for job performance.
• People become more committed to their jobs because there
comes greater objectivity in the administration of reward.
• Lot of useful and objective data on employees are generated
which facilitate human resource planning
• Participation develops in works a sense of achievement and pride
• HRD helps inducing multi skills to the employees.

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 Various matrix of HRD

The HRD matrix shows the interrelationship between

HRD instruments, processes, outcomes and organizational
effectiveness. HRD Instruments: These include performance
appraisal, counseling, role analysis, potential development,
training, communication policies, job rotations, rewards, job
enrichment programmers, etc.

The HRD structure include the following: The task structure,

including the activities, their grouping and linkages. The
manpower, including levels and competencies, experience etc. The
role, role relationships, role clarity, role effectiveness and inter-role
linkages. The company structure

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 HRD Interventions

HRD Interventions means any intervention designed to

enhance the capabilities of employees and contribute to
overall organization growth can be called as HRD intervention.

➢ Step for designing HRD intervention

1. Identification of the objectives

2. Selecting the trainer
3. Train the trainer program
4. Preparing a lesson plan
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 5. Selecting training method
6. Preparing training materials
7. Program announcements
8. Program outlines

Roles and competencies of HRD professionals

What are the competencies of HRD?

In other words, today's successful HR business leaders are highly
proficient in nine critical competencies found in the SHRM Competency
Model: Leadership and Navigation, Ethical Practice, Business Acumen,
Relationship Management, Consultation, Critical Evaluation, Global
and Cultural Effectiveness, Communication

Let's count down six core competencies for HR professionals

• Human Resources Knowledge.

• A Commitment to Ongoing HR Learning.
• Communication Skills in Human Resources.
• Critical Thinking Skills.
• An Ethical Approach for Human Resources
• Human Resources Organizational Skills

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 Challenges in HRD

8 of the Biggest Challenges for HR in 2021

• Engaging the Workforce.

• Attracting Talent to the Enterprise.
• Managing Relationships.
• Training & Development Strategies.
• Talent Retention.
• Diversity in the Workplace.
• Embrace Inevitable Change
• Employee Health & Well-Being
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Thank you

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