INTRODUCTION

TO HUMAN
RESOURCE
DEVELOPMENT
 MEANING
• Human resource development (HRD) is the process of
developing the knowledge, skills, and abilities of
employees to improve their individual and organizational
performance.
• Human Resource Development (HRD) is a
comprehensive framework that encompasses various
processes and strategies aimed at enhancing the skills,
knowledge, abilities, and overall performance of an
organization’s workforce.
• HRD encompasses a wide range of activities,
including:
• Training and development
• Career development
• Performance management
• Organization development
MEANING OF HUMAN RESOURCE
DEVELOPMENT

• In many organizations the HRD process begins

upon the hiring of a new employee & continues
throughout that employee’s tenures with the
organizations. It is designed to give employees the
information they need to adapt to that organization.
Culture & to do their jobs effectively.
• The meaning of human resource development
(HRD) is to help employees develop their
knowledge, skills, and abilities so that they can
perform their jobs effectively and achieve their
career goals. HRD is also important for
organizational development, as it can help to
improve the overall effectiveness of the
organization by creating a more skilled and
engaged workforce.
• Human resource development means building 3CS-
Capabilities, commitment & culture.
• CAPABILITY-Capability building requires
developing the knowledge & skills of a person.
COMMITMENT-Commitment comes through desire
to excel (proficient in an activity), positive attitude
towards work, co-operative, involvement.
• CULTURAL-Cultural is the way life. It involves
creating an awareness of what is ideal & desirable.
HRD is the concerned with improving performance
within the work environment & not with improving
people health or their personal relations with their
family
DEFINITION OF HUMAN RESOURCES
MANAGEMENT

• HRM is the planning, organizing, directing and

controlling of the procurement, development,
compensation, integration, maintenance and
separation of human resources to the end that
individual, organizational and social objectives are
accomplished. - Edwin B. Flippo
DEFINATION OF HUMAN RESOURCES
DEVELOPMENT

• ACCORDING TO UDAI PAREEK& T.V RAO

=> TO SERVE HRD is primary concerned with
developing employees through training feedback and
cancelling by the senior offers & other development
efforts.
• ACCORDING TO HARRIS & DESIMONE

=> A set of systematic & planned activities designed

by an organization to provide its members with the
necessary skill to meet & future job demands.
 SIGNIFICANCE OF HUMAN RESOURCE
DEVELOPMENT

Human resource development (HRD) is the process

of developing the knowledge, skills, and abilities of
employees to improve their individual and
organizational performance. HRD is a critical
function for any organization that wants to stay
ahead of the curve in today’s rapidly changing
world.
HRD is significant for a number of reasons:
• It helps to ensure that employees have the
knowledge and skills they need to perform their
jobs effectively. This can lead to increased
productivity, improved quality of work, and
reduced costs.
It can help to improve employee morale and
satisfaction. When employees feel that they are
developing and growing, they are more likely to be
engaged and productive.
• It can help to prepare the organization for the future.
By developing the skills and knowledge of its
employees, the organization can better adapt to
change and meet the challenges of the future.
•
 HUMAN RESOURCE MANAGEMENT

• Human resource management (HRM) is the process of

managing people in organizations. It involves a wide
range of activities, including:
• Recruitment and selection: Hiring the right people for
the job
Onboarding : Helping new employees get up to speed
quickly and efficiently
Training and development: Providing employees with
the skills and knowledge they need to perform their
jobs effectively
• Performance management: Setting performance goals
for employees, providing regular feedback, and
rewarding and developing employees based on their
performance
Compensation and benefits: Designing and
implementing compensation and benefits programs
that are competitive and attractive to employees
Employee relations: Maintaining a positive work
environment and resolving employee disputes
• Compliance: Ensuring that the organization
complies with all applicable employment laws and
regulations
HUMAN RESOURCE DEVELOPMENT
FUNCTIONS

Human Resource Development (HRD) functions

encompass a range of activities and processes aimed at
enhancing the skills, knowledge, abilities, and overall
performance of an organization’s workforce. Here are the
key functions of HRD:
1.Training and development:This category includes all
activities that help employees develop the skills and
knowledge they need to perform their jobs effectively. This
can include formal training courses, workshops, on-the-
job training, and online learning.
2.Career development : This category includes all
activities that help employees identify and achieve their
career goals. This can include career counseling,
mentoring, and succession planning.
3.Talent Management: Identifying and nurturing high-
potential employees to ensure a pool of capable talent for
leadership and key positions.
4. Organizational Development: Implementing strategies to
improve the overall structure, culture, and effectiveness of
the organization, including change management and
strategic planning.
5. Leadership Development: Developing leadership skills
and qualities among employees who have the potential to
6. Employee Engagement: Fostering a culture of
continuous learning and development, which
contributes to employee engagement, job
satisfaction, and retention.
7. Performance Management: Establishing
performance standards, conducting evaluations, and
providing feedback to employees to enhance their
productivity and contribution to the organization.
Here are some examples of specific HRD activities:
Training new employees on the company’s products and
services
• Providing leadership training to managers
• Offering online courses on new technologies
• Creating career development plans for employees
• Conducting performance reviews
• Providing coaching to employees who are struggling
DIFFERENCE BETWEEN HUMAN RESOURCES
DEVELOPMENT AND HUMAN RESOURCES
MANAGEMENT
•
Human resource management (HRM) and human
resource development (HRD) are two closely related
fields. However, there are some key differences between
the two.
• HRM is primarily concerned with the day-to-day
management of people in organizations. This includes
activities such as recruitment and selection, onboarding,
training and development, performance management,
compensation and benefits, employee relations, and
HUMAN RESOURCE DEVELOPMENT
CHALLENGES

Human Resource Development (HRD) faces several challenges

in today’s dynamic and evolving business environment. These
challenges can impact an organization’s ability to effectively
develop its workforce and achieve its goals. Some of the key
HRD challenges include:
1. Changing Skill Demands: Rapid technological
advancements and changes in industry trends require
constant updates to employee skills, making it
challenging to keep the workforce up-to-date.
2. Budget Constraints: HRD initiatives often require
significant financial resources for training,
development programs, and technology investments.
Budget limitations can hinder comprehensive HRD
efforts.
3. Diversity and Inclusion: Creating inclusive HRD
programs that cater to a diverse workforce with varying
needs, backgrounds, and learning styles can be a challenge.
4. Rapid Industry Changes: Industries are evolving quickly,
and HRD must keep pace with these changes to ensure
employees are prepared for new roles and responsibilities.
5. Globalization: Managing HRD on a global scale,
including addressing cultural differences and language
barriers, is a challenge for organizations with an
international presence
6. Measuring Effectiveness: Assessing the impact of
HRD programs and initiatives on employee
performance and organizational success can be
difficult but is crucial for ROI analysis.
7. Retention and Turnover: In a competitive job
market, retaining talented employees who have
benefited from HRD efforts can be challenging,
especially if they seek better opportunities elsewhere.
8. Engagement and Motivation: Ensuring that HRD
initiatives result in engaged and motivated
employees who actively apply their new skills to
their work can be a struggle.
9.Resistance to Change: Employees may resist HRD
efforts, especially if they perceive them as disruptive
or if there is a lack of buy-in from leadership.
• Here are some specific examples of HRD challenges:
• Developing training programs that are relevant and
engaging: HRD professionals need to develop training
programs that are relevant to the needs of employees
and the organization. They also need to make sure that
the programs are engaging and effective.
• Creating a culture of learning and development:
HRD professionals need to create a culture where
employees are encouraged to learn and develop.
This can be done by providing employees with
opportunities for learning and development, and by
rewarding employees for their learning and
development efforts.
Thank you