HUMAN RESOURCE

DEVELOPMENT

Introduction
Human resources are the most significant and the only active factor
of production. All the other factors of production are inactive and
are dependent for their utilization on the human resources.
Thus, Human resources development will involve upgrading the
skills, extending the knowledge and competencies of human
resources.

Concepts and Definition of HRD

HRD may be define as development of people by providing the right
environment where each individual may grow to his fullest potentialities.
Human resources is viewed as total knowledge. Skills creative abilities, talents
and aptitutes of an organizations workforces as well as values, aptitutes,
beliefs of individuals involves.
- By C. Leon Magginson

Features of HRD
1. Planned and systematic approach
2. Continues process
3. Both Micro and Macro Aspects

Objectives of HRD
To provide a comprehensive framework for the overall
development of the people in the organization
To develop the constructive mind and overall personality of
each and every person in the organization.
To develop the capabilities of each individual in relation to his
present and expected future roles.
To
develop and maintain high level of motivation of
employees.

 To develop dynamic relation between each employee and

his supervisor.
To develop the sense of team sprit, team work and inter
team collaboration in the organization.
To develop the overall health and
capabilities of the total organization.

self

renewing

To generate systematic information about human resource

for the purpose of manpower planning, placement,
succession planning and the likes.

Distinction between Personnel function and HRD

Points of Difference

Personnel Function

HRD

Status

Independent function with dependent sub Integrated

system
consisting
function.
interdependent sun system.

of

Orientation aims

Maintenance oriented aims to improve the Development oriented aims to develop the
efficiency of people and administration.
organization as a whole and its culture.

Philosophy

Reactive function responding to events as Proactive function trying to anticipated and

and when they take place.
get ready with appropriate responses.

Responsibility

Exclusive responsibility of the personnel Responsibility of all the mangers in the

manager.
organization.

Motivators

Focus on salary, economic rewards, job Focus on autonomous work groups, job
simplification and job specialization as challenges, problem solving skills as
motivators.
motivators.

Outcomes

Improved performance is the result of Better use of human resources leads to

improve satisfaction and morale.
improve satisfaction and morale.

Instruments or Mechanism of HRD

Potential appraisal

To determine the present state of efficiency of employees.

Performance appraisal

To ensure a good match between the employees and the job

Counselling and Monitoring

Training
Building morale and motivation among
the employees of the organization

Creating effective HRD

environment

Quality of working life

Flexibility

Helps given by superior to subordinates in improving the latter performance.

Improving competencies to the employees for rising the standards of the

organizational performance.
To develop and maintain a climate of creativity in the organization.
HRD climate creates interest and motivation among the employees to stay long in
the organization.

To promote healthy atmosphere of motivating and development among employees.

The magic formula for an effective HRD is to preserve the relevant, destroy the
irrelevant and create what is needed.

HRD IN INDIAN INDUSTRY

PRIVATE SECTOR COMPANIES

PUBLIC SECTOR COMPANIES

Lersen & Toubro

Bharat Heavy Electricals

Asian Paints

Indian oil corporation

Ashok Leyland

Steel authority of India

Crompton Greaves

State Bank of Baroda

Voltas

HRD Strategies
1. Total Quality management (TQM)
It is a continues improvement in the quality of products, which calls for the improvement in
the quality of workers through training and development.
Approaches:
I.

Shared responsibility, commitment and rewards.

II. Increased quality, productivity, customers satisfaction, employees satisfaction and loyalty.
III. TQM and continues improvement at across all levels.
IV. Quality and economic education, multiple skill traing, problem solving and group process.
V. Job security ensured by formal commitment, a key consideration in all decision.

2. Kaizen (Japanese word which means continues improvement)

The message of kaizen strategy is that not a day should go without some Kind of
improvement being made somewhere in the organization.

Approaches:
I. Management oriented Kaizen:
II. Group oriented Kaizen
III. Individual oriented kaizen
Steps in Kaizen programme:
1. SEIRI Straighten up
2. SEITON- Put things in order
3. SEISO- Clean Up
4. SEIKETSU- Personal Cleanliness
5. SHITSUKE- Discipline

3. Just in Time
It is concern with multifunctionality of workers.

4. Benchmarking
Learning from the experiences and the best practices of others
is essential to survive and grow in the turbulent market
environment. Dynamic companies are constantly monitoring
information from the external environment to compare their
progress, products and services with the best industry practices
know as bench marking.

5. Empowerment
It believes in giving more power to the lower level to improve the
productivity and performance.

6. Learning Organization
It is concern with competence to learn, create, codify and use
knowledge faster than their rivals.