Lecture1 (M1) Foundations of Human Resource Development.

INTRODUCTION
1- HUMAN RESOURCE APPROACH
By the 1960s, managers and researchers realized that just because an employee has better
working conditions does not mean he will work harder. Instead, a new theory emerged. Both
bosses and social scientists concluded that each worker has individual needs and requires a
more personalized form of motivation in order to produce more. Businesses began treating
employees as assets or resources, which needed cultivation and encouragement in order for
the company to succeed.
2- DEVELOPING RESOURCES
During the last decades of the 20th century, supervisors began to focus on bringing
organizational and individual employee goals closer together.
During the 1970s, American businesses began experiencing challenges due to the substantial
increase in competitive pressures. Companies experienced globalization, deregulation, and
rapid technological change which caused the major companies to enhance their strategic
planning – a process of predicting future changes in a particular environment and focus on
ways to promote organizational effectiveness. This resulted in developing more jobs and
opportunities for people to show their skills which were directed to effectively applying
employees toward the fulfillment of individual, group, and organizational goals. Many years
later the major/minor of human resource management was created at universities and
colleges also known as business administration. It consists of all the activities that companies
used to ensure the more effective use of employees.[7]
3- Definitions of HRD
HRD (Human Resources Development) has been defined by various scholars in various ways.
Some of the important definitions of HRD (Human Resources Development) are as follows:
HRD concept was first introduced by Leonard Nadler in 1969 in a conference in US. “He
defined HRD as those learning experience which are organized, for a specific time, and
designed to bring about the possibility of behavioral change”.
 In the words of Prof. T.V. Rao, "HRD is a process by which the employees of an
organisation are helped in a continuous and planned way to:
 (i) acquire or sharpen capabilities required to perform various functions associated
with their present or expected future roles;
 (ii) develop their general capabilities as individual and discover and exploit their own
inner potential for their own and /or organisational development purposes;
 (iii) develop an organisational culture in which superior-subordinate relationship,
team work and collaboration among sub-units are strong and contribute to the
professional well-being, motivation and pride of employees." .
4- What Is Human Resources Development?
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.
 Many employees come into an organization with only a basic level of skills and experience
and must receive training in order to do their jobs effectively. Others may already have the
necessary skills to do the job, but do not have knowledge related to that particular
organization. HR development is designed to give employees the information they need to
adapt to that organization's culture and to do their jobs effectively.

5- What Is the Purpose of HRD?

Human resources development can be viewed, in some ways, in the same manner that a
coach views his athletic team. While a coach may recruit players who already have some skill
and ability, the point of continued practice is to strengthen those skills and abilities and
make even better athletes.
HR development has the same goal: to make better employees. The purpose of HR
development is to provide the 'coaching' needed to strengthen and grow the knowledge,
skills, and abilities that an employee already has. The goal of development and training is to
make employees even better at what they do.
Development of human resources is essential for any organisation that would like to be
dynamic and growth-oriented. Unlike other resources, human resources have rather
unlimited potential capabilities. The potential can be used only by creating a climate that can
continuously identify, bring to surface, nurture and use the capabilities of people. Human
Resource Development (HRD) system aims at creating such a climate.
HRD Functions

6- The goals of the HRD systems are to develop:

1. The capabilities of each employee as an individual.

2. The capabilities of each individual in relation to his or her present role.
3. The capabilities of each employee in relation to his or her expected future
role(s).
4. The dyadic relationship between each employee and his or her supervisor.
5. The team spirit and functioning in every organisational unit (department,
group, etc.).
6. Collaboration among different units of the organisation.

7- Benefits of Human Resource Development

Human resource development is nowadays considered as the key to higher productivity,
better relations and greater profitability for any organisation. Appropriate HRD provides
unlimited benefits to the concerned organisation. Some of the important benefits are being
given here:

 HRD (Human Resource Development) makes people more competent. HRD
develops new skill, knowledge and attitude of the people in the concern organisations.
 With appropriate HRD programme, people become more committed to their
jobs. People are assessed on the basis of their performance by having a acceptable
performance appraisal system.
  An environment of trust and respect can be created with the help of human
resource development.
 Acceptability toward change can be created with the help of HRD. Employees
found themselves better equipped with problem-solving capabilities.
 It improves the all-round growth of the employees. HRD also improves team
spirit in the organisation. They become more open in their behaviour. Thus, new
values can be generated.
 It also helps to create the efficiency culture in the organisation. It leads to
greater organisational effectiveness. Resources are properly utilised and goals are
achieved in a better way.
 It improves the participation of worker in the organisation. This improve the
role of worker and workers feel a sense of pride and achievement while performing
their jobs.
 It also helps to collect useful and objective data on employees’ programmes
and policies, which further facilitate better human resource planning.
 Hence, it can be concluded that HRD provides many benefits in every
organisation. Therefore, the importance of concept of HRD should be recognised and
given a place of eminence, to face the present and future challenges in the
organisation.

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- From Wikipedia, the free encyclopedia. This page was last edited on 18 September
2022, at 16:28 (UTC).
- Richard A. Swanson
Elwood F. Holton III
Copyright © 2001
 Difference between HRD and HRM
Both are very important concepts of management specifically related with human
resources of organisation. Human resource management and human resource
development can be differentiated on the following grounds:

 The human resource management is mainly maintenance oriented
whereas human resource development is development oriented.
 rganisation structure in case of human resources management is
independent whereas human resource development creates a structure,
which is inter-dependent and inter-related.
 Human resource management mainly aims to improve the efficiency
of the employees whereas aims at the development of the employees as
well as organisation as a whole.
 Responsibility of human resource development is given to the
personnel/human resource management department and specifically to
personnel manager whereas responsibility of HRD is given to all managers
at various levels of the organisation.
 HRM motivates the employees by giving them monetary incentives
or rewards whereas human resource development stresses on motivating
people by satisfying higher-order needs.
What’s the difference between HRD and HRM?

While both human resource management (HRM) and HRD are related to a
company’s human resources, there are a number of key differences:

 HRM is maintenance-oriented and focused on administrative tasks like payroll

and managing employee files, while HRD is learning-oriented and focused on
improving employee performance.
 HRM aims to improve employee efficiency, while HRD is about developing the
employees for the benefit of the organization as a whole.
 The responsibility for HRM is given to the HR department, while the
responsibility for HRD is given to all managers.
 HRM motivates employees through rewards and financial incentives, while
HRD is focused on motivating employees by making them feel valued and
other higher-order needs.
 HRM aims to improve employee efficiency, while HRD is aimed at the
development of employees for the benefit of the organization as a whole.