Module 1

Human resource Development

Chapter outline
1. Introduction
1.2. Meaning and Definition of HRD, Characteristics
1.3. Need for HRD
1.4. Multiple goals of HRD
1.5. HRD Department and its task/Functions of HRD
1.6. Employee empowerment
1.7. Ways of employee empowerment
1.8. Empowerment Process

1.1 Introduction
Development of human resources is essential for any organization that would like to be dynamic
and growth oriented. The potential of human resource can be used only by creating a climate to
identify, bring to surface, nurture and use the capabilities of people. Human Resource
Development (HRD) aims at creating such a climate.

1.2. Meaning and Definition of HRD, Characteristics

Meaning
Human Resource Development is a system of developing in a continuous and planned way, the
competencies of individual employees, dyadic groups (supervisor and subordinate), teams and
the total organisation to achieve the organisational goals.

HRD is 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 job demands.

HRD seeks to develop people’s “knowledge, expertise, productivity, and satisfaction, whether
for personal or group/team gain, or for the benefit of an organization, community, nation, or,
ultimately, the whole of humanity.

It is a system and process involving organized series of learning activities designed to produce
behavioural changes in human beings in such a way that they acquire desired level of
competence for present and future role.

Definition
According to Prof T.V Rao
HRD is a process by which the employees of an organisation are helped, in a continuous and
planned way to:
1. Acquire or sharpen capabilities required to perform various functions associated with
their present or expected future roles;
2. Develop their general capabilities as individuals and discover and exploit their own inner
potentials for their own and/or organisational development purposes;
 3. Develop an organisational culture in which supervisor-subordinate relationships,
teamwork and collaboration among sub-units are strong and contribute to the professional
well being, motivation and pride of employees.

Nadler (1970) “a series of organized activities conducted within a specified period of time and
designed to produce behavioral change”.
David McGuire “HRD is a process of developing and unfolding the human potential for the
personal development of the individual and the growth and effectiveness of the organization.”

Characteristics/Features of HRD
1. HRD is a system and HRD develops the competencies at all levels.
2. HRD is planned and systematic approach to the development of people.
3. HRD is a continuous process of developing the competencies, motivation, dynamism and
effectiveness of employees.
4. The ultimate object of HRD is to contribute to the professional well-being, motivation
and pride of the employees.
5. HRD is a process that involves both the employee and the organization working together
to achieve mutual goals.
6. It is a process not merely a set of techniques and mechanisms.
7. HRD has both micro and macro aspects.

1.3. Need for HRD/ Significance of HRD

1. Enhancing employee performance : HRD program like training, skill development and
coaching are needed to improve employees skills and competencies. It helps to increase
productivity, efficiency and effectiveness in their duties.

2. Adapting to technological changes: Organization in order to survive and develop

should adopt the latest technology. Adaptation of technology needs developed
employees. Employees development is possible through human resources. HRD helps the
employees to update with the latest technological advancements. It helps to acquire new
skills and adapt to new tools and systems.

3. Fostering innovation: HRD promotes a culture of continuous learning and creative

thinking. It will contribute to innovative ideas and solutions.
4. Attracting and retaining talent: HRD is needed to attract new employees and retain
existing talented employees.
5. Succession planning: HRD play a important role in identifying and preparing
employees for leadership positions that might become vacant due to retirement,
resignation or other reasons.
6. Improving employee engagement: HRD needed for employee engagement by offering
opportunities for growth and advancement.
7. Effective change management: HRD needed to help the employees to cope with
transitions, learn new processes and adapt to new roles, reducing resistance to change.
 8. Cultivating leadership gaps: HRD focuses on developing leadership qualities at various
levels. Effective leaders drive team performance, innovation and overall organistional
success.
9. Changing job requirement: organizational dynamism brings changes in organizational
design and job design. The changes in job design bring changes in job description and job
specifications. These changes demand HRD.
10. Enhancing organizational culture: HRD increases the organizational culture and
contributes to the creation of a positive work environment.
11. Organizational complexity: With the emergence of increased mechanization and
automation, manufacturing of multiple products and rendering services, organization
becomes complex. HRD helps to manage Orgnaisational complexity.
12. Compliance and legal requirement: HRD ensures that employees are trained to meet
these standards and regulations of the organisations.
13. Changes in economic policies: All the governments across the globe have changed their
economic policies from communistic/socialistic pattern to capitalistic pattern. LPG posed
threats to the weak firms and created opportunities to large firms. These firms started
developing their human resources in order to exploit the opportunities. Thus,
implementation of capitalistic economic policies needs development of human resources
in the country at large.
14. Need for multi-skilled human resources: The changing trends in industrialization,
demand the employees to take up multiple activities. The customer centered approach led
to de-jobbing, flexible organizations and flexible work. All these demand the employees
with multiple skills. HRD activities provide the opportunity to the employees to acquire
and develop multiple skills.
15. Organizational viability and transformation process: Organizational viability is
influenced by the external environmental threats. If the organization does not adapt itself
to the changing environmental factors, it will lose its market share. Therefore, if the
organization desires to adapt to these changes, first develop human resources.
16. Human relations: Most of the organizations today adopt the human relation approach.
This in turn needs HRD.
17. Boosting employee morale: In order to boost the morale and commitment of employees,
organization needs HRD.
18. Economic benefit: An investment in HRD can lead to long-term cost savings through
increased productivity, reduced turnover, and improved overall organizational
performance.

1.4 OBJECTIVES/GOALS OF HRD

II. To develop capability of all individuals working in an organization in relation to their

present role
III. To develop team spirit.
IV. To develop co-ordination among different units of an organization.
V. To develop organization health by continuous reveal of individual capability keeping
peace with the technological changes.
VI. To put efforts to develop the full potential of the work force.
VII. To retain, attract and motivate the talented employees.
VIII. To provide a comprehensive platform for the development of Human Resources in the
organization.
IX. To provide a climate for employees to discover, develop, and use their knowledge for the
betterment of organization:

Other objectives:
a) Skill enhancement
b) Performance improvement
c) Employee engagement
d) Career Development
e) Leadership Development
f) Succession planning
g) Adaptation to change
h) Cultivating learning culture
i) Knowledge management
j) Innovation and creativity
k) Diversity and inclusion
l) Employee well-being
m) Improved communication
n) Customer satisfaction
o) Alignment with organizational goals

1.5 HRD Department and its task (Functions of HRD)

The functions of HRD department are diverse and range from training and development to
performance management and leadership enhancement. The main functions include:
• Training and development
• Performance management
• Career development
• Leadership Development
• Employee engagement
• Talent Management
• Change management
• Organizational development
• Knowledge management
• Employee well -being
• Aim at enhancing the knowledge, skills, and capabilities of employees.
• Contribute to the overall growth and success of both individuals and the organization as a
whole.
1. Training and development
It aims at- a) enhancing the knowledge, skills, and capabilities of employees.
b) Contribute to the overall growth and success of both individuals and the organization as a
whole.

Tasks of Training and Development

• Identifying training needs and gaps within the organization.
• Designing and developing training programs to address specific skill requirements.
 • Delivering training sessions through workshops, seminars, online courses.
• Evaluating the effectiveness of training programs and making improvements as needed.

2. Performance Management
It is a systematic process that organizations use to assess, improve, and measure the performance
of their employees. It involves setting clear expectations, providing feedback, identifying areas
for improvement, and recognizing achievements.
Tasks of Performance Management
• Developing performance appraisal systems and processes.
• Setting performance goals and expectations for employees
• Conducting performance evaluations and providing feedback to employees
• Identifying areas for improvement and creating development plans to enhance
performance.

3. Career Development
It is aprocess of managing and progressing in one's professional life.
It involves setting and achieving career goals, acquiring new skills and experiences, and
making strategic decisions to advance one's career trajectory.
Tasks
• Assisting employees in setting career goals and creating development paths.
• Providing resources for skill enhancement and advancement within the organization.
• Conducting career development discussions and planning succession for key positions.

4. Leadership Development
Leadership development is a deliberate and structured process that aims to enhance the
leadership skills, capabilities, and qualities of individuals within an organization. It
focuses on preparing individuals to take on leadership roles. It is essential for creating
effective capable leaders who can guide teams, drive organizational growth, and adapt to
changing environment.
Tasks:
• Identifying potential leaders and high-potential employees.
• Designing leadership development programs to enhance leadership skills.
• Providing coaching, mentoring, and opportunities for leadership growth.

5. Employee Engagement
It refers to the emotional commitment, involvement, and enthusiastic that employees have,
toward their work, their colleagues, and the organization as a whole
Tasks:
• Implementing initiatives to improve employee morale and job satisfaction.
• Organizing events, activities, and communication channels to foster engagement.
• Conducting surveys and gathering feedback to address employee concerns.

6. Talent Management
Talent management is a comprehensive strategy that organizations use to attract, develop,
retain, and maximize the skills and abilities of their employees. It involves various
practices and processes aimed at identifying high-potential individuals, providing them
 with growth opportunities, and aligning their capabilities with the organizations strategic
goals.
Tasks:
 Identifying critical roles and positions within the organization.
 Developing strategies for recruiting, retaining, and developing top talent.
 Creating talent pools and succession plans to ensure a pipeline of skilled employees.

7. Change Management
It is structured approach to plan for and guide individuals and teams through organizational
changes.
Changes consists of wide range of initiatives, from introducing new technologies and processes
to organizational restructuring, mergers and acquisitions, cultural transformations, and more.
Tasks:
• Assisting employees in adapting to organizational changes.
• Providing support, training, and communication during periods of change.

8. Organizational Development
It is a planned and systematic approach to improving the effectiveness, efficiency, and
overall health of an organization.
It involves a series of interventions and initiatives aimed at enhancing various aspects of
the organization, such as its structure, culture, processes, and people.
The goal of is to create a more adaptive, innovative, and resilient organization that can
effectively respond to internal and external changes.
Tasks:
 Collaborating with other departments to align HRD initiatives with overall organizational
strategies.
 Identifying opportunities for process improvements and enhancing organizational
effectiveness.
9. Knowledge management
It is a systematic approach to capturing, organizing, sharing, and utilizing an organization's
collective knowledge and information.
It involves processes, strategies, and tools that enable the efficient creation, storage, retrieval,
and dissemination of knowledge to improve decision-making, problem-solving, innovation, and
overall organizational performance.
.
Tasks:
• Establishing systems to capture, share, and preserve organizational knowledge.
• Ensuring that critical knowledge is transferred as employees transition within or out of
the organization.

10. Employee well-being

It refers to the physical, mental, emotional, and social health of individuals in the workplace.
It includes various factors that contribute to an employee's overall sense of wellness and quality
of life while they are at work.
Promoting employee wellbeing is not only ethically important but also has a direct impact on
productivity, engagement, and organizational success.
1.6 Employee Empowerment
Employee empowerment is a management approach that involves giving employees the
authority, autonomy and responsibility to make decisions, take ownership of their work and
contribute to the organization's success.
Empowerment means, providing employees all levels the authority and responsibility to make
decisions on their own.
Empowerment means allowing a person to run the show by himself. Here, employees become
self directed and self controlled.
It is based on the belief that employees who feel empowered are more engaged, motivated and
committed, leading to improved performance and overall organizational effectiveness.
It is possible only when there is mutual trust between the superior and his subordinates.

Definitions:
According to Richard Carver
“Empowerment means encouraging and allowing individuals to take personal responsibility for
improving the way they do their jobs and contribute to the organizational goals. It requires the
creation of a culture which both encourages people at all levels to feel that they can make a
difference and helps them to acquire the confidence and skills to do so.”

According to Nancy Foy “Empowerment is simply gaining the power to make your voice heard,
to contribute to plans and decisions that affect you, to use your expertise at work to improve your
performance and with it the performance of your whole organization”

1.7 WAYS TO EMPOWER EMPLOYEES

1. Build a Culture of Trust

Trust is an essential component of any successful organization. To build a culture of trust, it’s
important to lead by example and keep your promises, tell the truth, and encourage open
dialogue and debate to solve conflicts. Doing so can inspire your employees to follow suit.

2. Deliver Honest Feedback

To make employees feel empowered in their roles, deliver honest feedback on their performance.
Be clear and specific when providing feedback, and make it a point to highlight employees
strengths to boost motivation.

3. Show Empathy
Empathy is among the most important traits a leader can possess. Put yourself in your
employees’ shoes and try to understand their point of view regarding their role and contributions
in the workplace. By taking their perspectives into account, manager can become a more
emotionally intelligent leader and make team members feel like they’re understood and valued.

4. Foster Open Communication

Communication is a critical soft skill for all professionals. To succeed as a leader, one need to
not only be a strong communicator, but a great listener.

Research shows that workers whose managers are approachable are more engaged which, in
turn, cultivates a team environment wherein members are comfortable sharing ideas and
challenging one another.

5. Be Purpose-Driven

If manager able to link purpose of employees to the strategic vision of the company in a way
that really gets people aligned and facing in the right direction, then company will have the
possibility of outperforming the competitors.”

6. Inspire Creativity
There is always more than one way to do a task. Always set flexible time limits to accomplish
goals such that employees get enough time to think creatively and bring innovative solutions to
the table. More we encourage creativity, better would be the results.

7. Encourage Skill Development

Learning new skills is advantageous for individuals as well as the organization. An employer
must encourage self-improvement where people learn and develop new skills to enhance
professional growth. Be supportive if employees express the need to learn skills and gain
knowledge. Help them through the training process, in whatever ways you can

8. Don’t Judge People, Listen Generously

Engage employees in one-on-one conversations to listen to their challenges and problems. Speak
about the goals and work progress. Discuss issues, provide solutions and appreciate the work.
This must be a regular exercise. Try to go to a personal level and show interest in personal
problems of employee. It can be an effective way to win employees’ trust.

9. Give emotional support: Try to reduce the stress and anxiety through better role prescription,
task assistance and personal care.

10. Provide successful role models: Allow the employees to observe peers who are performing
successfully on the job.
11. Allowing more control: Give discretion to employees over job performance and make them
accountable for the performance outcomes.
12. Support Growth Opportunities