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Human Resource Development

compiled By: Nirav Vyas Asst Professor JVIMS-Jamnagar

5 Paradigm shifts
• Technology enables us to stay connected
• False

• The speed of change remains constant
• False

• Employees like to do more work
• True

• Globalization has made doing business easy
• False

• Availability and ease of information reduces the pressure on people
• False

Questions to be answered
• “HRD” is a word that we have started listening since long but do we actually know the meaning of HRD?

• Why is HRD getting so much hype
• Is it a modern theory • What is the difference between HRD and HRM

Introduction
• Human Resource Development in itself is a very simple word and it means training and developing the workforce in a manner that they become thorough professionals and experts in their own work which would ultimatly result into their own job satisfaction, organizational development and harmony.

Introduction • HRD is regarded as a very important and core activity of any organization because of the fact that it’s the employees who build the organization and if they are not well trained regarding their work and to the dynamics of the changing situation of business then ultimately the organization can never develop to full extent .

Introduction • HRD is not at all a modern theory. In fact its even older than the core concept of Human Resource Management evolved. • The roots of HRD goes beyond the industrial revolution and it reaches to the medieval ages .

Introduction • HRD can be treated as one function of HRM. . what would be his compensation. what would be his/her working hours. how resolve any conflicts and such other question • Development means educating and training the workforce and ultimately uplifting their standards. It deals with educating. training and developing the work force • Management means to decide who will be placed on what job. counseling.

Evolution of HRD • • • • Early Apprenticeship Training Programs Early Vocational Education Programs Early Factory Schools Early Training Programs for semiskilled and unskilled workers • The Human Relations Movement • The Establishment of the training profession • Emergence of Human Resource Development .

educators and attorneys because there were no schools for that . this model was also followed in training of physicians.Evolution of HRD • Early Apprenticeship Training Programs – In the 18th and early 19th century all the household goods were produced by artisan skilled workers – To meet the growing demands of the households these artisan skilled workers used to employ trainees or apprentices who learned the work through their masters while working in their shop – Not only limited to household items.

hours etc. wages. – These apprentices were known as yeomen and at one point of time these yeomen increased to a great amount and the masters started finding it insecurity and hence they started forming ‘Franchises’ so that they could regulate such things as product quality.Evolution of HRD • Early Apprenticeship Training Programs – These apprentices can start their own practice after passing the necessary exams organized by the appropriate Govt. the apprentices formed groups to negotiate higher wages and better working conditions . – To fight against this.

small educational institutes different professional courses started emerging – DeWitt Clinton founded the first vocational school in New York city.Evolution of HRD • Early Vocational Education Programs – In the later part of the stage that we discussed above. The idea behind this school was to educate a professional craft to the unemployed people who had criminal records – After that many educational schools started developing unskilled worker on different professional work and crafts .

there came the time of machine replacing handy crafts – The era was known for mass production and mass distribution – Most of the work which was done by hand previously was now done through machines – Significant demand came into existence for workers who know how to work on machines.Evolution of HRD • Early factory schools – With the Industrial revolution. repairing machines etc .

Evolution of HRD • Early factory schools – This developed a need of opening of schools for training on working on prescribed machines – Such first school was developed in 1872 which was located at Hoe and Company which was a New York based company .

these workers were mainly unemployed or hardly doing any significant work .Evolution of HRD • Early Training Programs for Semiskilled and Unskilled workers – Although there were training programs for skilled and semi skilled workers but there was no such training program for the unskilled workers which were huge in number – Because of lack of training.

One was introduction of Model T cars by Henry Ford and the other was World War I – Model T was the first car which was able to be produced on assembly line and which required lot of unskilled workers to do the same work again and again – Because of World War I.Evolution of HRD • Early Training Programs for Semiskilled and Unskilled workers – The training for unskilled workers got initiative with two events. . there was a great demand of workers in the steel industry and the only available mass was the unskilled workers – Thus training programs for unskilled workers started.

Evolution of HRD • The HRM Movement – Industrial Revolution brought huge profits but along with it. it brought exploitation of the workers – Unskilled and semi skilled workers were frequently abused. the workers argued of having a human factor along with the machines – In the late 1940 Abraham Maslow gave his theory of need hierarchy . they were not paid properly and were forced to work long working hours – These situations gave rise to the first HR movement.

there was a greater need of industrial production compared to World War I – This gave rise to a greater demand of Manpower – Many companies designed their own training departments within the organizations to give specialized trainings for the work to be finished – These training programs had training professionals whose main job was to impart training. .Evolution of HRD • Establishment of Training Profession – With the emergence of World War II.

Evolution of HRD • Emergence of HRD – Finally. the concept of HRD was developed – Human resource was now regarded as the most important resource and was regarded more important than capital – The organizations started believing that better trained and motivated manpower can prove to be the best economy of scale to any organization. . in the late 1960 and 1970.

Primary Functions and Secondary Functions . we should first go through the various functions of HRM • HRM basically involves its functions in two fold. mainly.Relationship Between HRM and HRd • As we have seen earlier also that HRD is an integral part of the entire Human Resource Management process • In order to learn the relationship between HRM and HRD properly.

Primary Functions of HRM • • • • • • • Human resource planning Equal employment opportunity Staffing (recruitment and selection) Compensation and benefits Employee and labor relations Health. and security Human resource development . safety.

Secondary HRM Functions • Organization and job design • Performance management/ performance appraisal systems • Research and information systems .

HRD Functions • Training and development (T&D) • Organizational development • Career development .

particular to a specific job or task – e. skills and attitudes of employees for the short-term.. – Employee orientation – Skills & technical training – Coaching – Counseling .g.Training and Development (T&D) • Training – improving the knowledge.

while increasing the capacity to perform at a current job – Management training – Supervisor development .Training and Development (T&D) • Development – preparing for future responsibilities.

Organizational Development • The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts • Focuses on both macro.and micro-levels • HRD plays the role of a change agent .

– Career planning – Career management .Career Development • Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.

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Roles and Competencies of an HRD Professional • ASTD Competency Model – 2004 .

Learning Strategist Project Manager Business Partner Professional Specialist Workplace learning Designing Learning Improving Human Performance Delivering training Measuring Evaluation Coaching Areas of expertise Interpersonal Building trust Communication Influencing Networking Buzz/Management Analyzing Needs Thinking strategically Driving Results Personal Demonstrating Adaptability Modeling .

Roles of an HRD Professional • HRD Executive Roles: – Primary responsibility for all HRD activities – Designing employee development programs – Integration of HRD programs with the goals and strategies of the organization – Promotion of the idea that HRD is very important to meet the requirement of the employees for current job and future. – Evaluation of the various development programs .

Other Roles • Strategic Advisor – Integration of HRD programs with the overall strategy of the organization • Change Agent – Development is to be done for changing environment. The HRD professional should be very competent in mental transformation of the employees .

Other Roles • Individual Career Counselor – Assessment of the competencies of the employees and counseling them for setting their own goals and suggesting them the ways to achieve them • Researcher – Researching new ideas development programs for conducting .

Mclagan’s Model of hRd professional roles • • • • • • • • HR Strategic Advisor HR system designer and developer Organization change agent Organization design consultant Learning program specialist Instructor Individual developer/ Career counseller Researcher .

Challenges to HRD Professional • • • • • Diversity of workforce Competing in Global Economy Eliminating the skills gap The need for life long learning Facilitating Organizational Learning .

Skills Gap Organization’s interpretation and expectations from the same skills Developmen t Skills Gap Individual’s skills Training .

A Framework for the HRD Process • Needs assessment • Design • Implementation • Evaluation .

Training & HRD Process Model .

Needs Assessment Phase • Establishing HRD priorities • Defining specific training and objectives • Establishing evaluation criteria .

Design Phase • Selecting who delivers program • Selecting and developing program content • Scheduling the training program .

Implementation Phase • Implementing or delivering the program .

Evaluation Phase Determining program effectiveness – e.. • Keep or change providers? • Offer it again? • What are the true costs? • Can we do it another way? .g.

not a revenue user • HRD should be a central part of company 42 .Summary • HRD is too important to be left to amateurs • HRD should be a revenue producer.