Trends and practices in

HRD
SUBMITTED TO:-
PROF. ARUN KUMAR SINGLA

SUBMITTED BY:- LOVELEEN KAUR

CLASS: M.COM 3 RD SEM
ROLLNO: 6335
 CONTENT

 Meaning of HRD
 Definition of HRD
 Trends and practices in HRD
 Conclusion
 Reference
 Meaning of HRD

 Human resources development (HRD) refers to the

vast field of training and development provided by
organizations to increase the knowledge, skills,
education, and abilities of their employees. In many
organizations, the human resources development
process begins upon the hiring of a new employee and
continues throughout that employee's tenure with the
organization.
 DEFINITION

 According to M.M. Khan, "Human resource

development is the across of increasing knowledge,
capabilities and positive work attitudes of all people
working at all levels in a business undertaking."
 Trends And Practices In HRD

 Globalization
 Strategic HRD
 Talent management
 Electronic and mobile learning
 Management and leadership development
 Carrier and performance management
 Learning design
 Evaluation of training
 Globalization

 In the modern business environment, companies are

forced to approach the way they conduct business
activities with a more external focus. Not only are
business partnerships extending across regional,
national and continental borders, but international
standards are also increasingly becoming the norm.
Human resources need to be developed to acquire
knowledge and skills to function effectively in a global
business environment. Thus, today a focus on global
human resources (HR) is key to business success.
 Strategic HRD

 The changes in the business environment are so rapid

and unpredictable that strategic HRD must be aligned
on a more regular basis, with the typical time span of a
strategic plan being reduced from 10 years to three
years. This means that strategic HRD plans must be
flexible enough to accommodate changes in the
environment.
 Talent management

 Talent management is an organization's commitment

to recruit, hire, retain, and develop the most talented
and superior employees available in the job market.
 Electronic and mobile learning

 An increasing number of organizations

worldwide are making use of electronic
learning (e-learning) to facilitate the
learning process. The latest technology, such
as multimedia, computer-based training,
virtual classrooms, Internet training and
video-conferencing, is being used. In fact,
the rapid advancement in technology has
resulted in e-learning being transferred
from computers to laptops to smaller
devices, such as iPads and Smartphone's.
Management and leadership development

 it is the evident that the role of managers and leaders

is changing dramatically.
 Previously :
Plan Direct Staff Control

 Now:
Govern Coach Empower Lead
Career and performance management

 The traditional system of career management is no

longer applicable in the modern business
environment. The time has gone when an individual
would join a company and work for that
organisation for more than ten years.
 NOW, an individual is also more likely to move into
different positions that are not necessarily related to
one another.
 Different skills will be needed such as flexibility,
information technology and processing skills.
 Learning design

 As a result of new developments such as electronic

learning, the design of training will focus increasingly
on the human-computer interface. Classroom training
is still a popular training method, but is more
frequently supplemented with new training techniques
such as industrial theatre and outdoor training, self-
directed learning and electronic learning. Many
companies outsource design completely. The modern
approach of design thinking is needed to make
learning design work in a totally different business
environment.
 Evaluation of training

 Particular emphasis is placed on feasibility analysis,

cost and benefit analysis of training, as well as
evaluating the return on investment from training.
HRD practitioners are increasingly being called upon
to make sure that training will have an impact on
performance in the workplace and produce the
required return on the training investment.
 Conclusion

 In conclusion, the impact of worldwide trends and

developments in a competitive business environment
will constantly change the role of the HRD function.
Companies are beginning to recognize the need for
talent development and for HRD professionals in their
organizations to keep their human resources.
 Reference

 Online mode:-
www.talenttalks.net/top-trends-hr/
www.slideshare.net
www.wikipedia.org