HRD Presentation

Definition of HRD
A set of systematic and planned activities

designed by an organization to provide its
members with the necessary skills to
meet current and future job demands.
Meaning of HRD
It is positive concept in HRM

Believe in investment in human beings
Aims at overall development
Rooted in belief that human beings have the potential to do better
HRD IS HUMANISTIC CONCEPT

People can do better, they can do wonders
Involve them trust them and empower them
Focus on strength of people
Integrate the needs and aspiration of individuals
Encourage individual initiative and response by providing and
fostering culture
Features of HRD
HRD is a system
HRD is a planned process
HRD involves development of competencies
HRD is an interdisciplinary concept
HRD improves quality of life
Objectives of HRD
HRD basically aims at developing : The capabilities of each employee as an individual
The capabilities of each individual in relation to his/her present role
The capabilities of each employee in relation to his/her expected future
role
The dyadic relationship between each employee and his/her employer
The team spirit and functioning in every organizational unit
Collaboration among different units of thye organisation
OBJECTIVES
Develop human resource of the company

continuously for better performance to meet
objectives.
Provide opportunity for development of
different level of employees.
suitable need based training programs
Prepare newly inducted staff to perform their
work with high level of competency and
excellence.
Meet social obligations of industry to
contribute towards the excellence of technical
and management education.
OBJECTIVES
Assist the existing and potential

customers in the better use of our
equipments by training the employees.
Promote a culture of creativity,
innovation, human development,
respect and dignity.
Achieve excellence in every aspect of
working life.
Create environment for the trainees
conducive to their character building.
Evolution of HRD
Early apprenticeship programs
Early vocational education programs
Early factory schools
Early training for unskilled/semiskilled
Human relations movement
Establishment of training profession
Emergence of HRD
THE NEED FOR HRD:

BUSINESS AND ECONOMICS CHANGED
HRD can be a platform for organisational

transformation,
a mechanism for continuous organisational and
individual renewal
and a vehicle for global knowledge transfer.
THE NEED FOR HRD

Implementing a new policy
Implementing a strategy
Effecting organisational change
Changing an organisations culture
Meeting changes in the external environment
Solving particular problems
THE NEED FOR HRD:

TECHNOLOGICAL CHANGES
Technological change creates requirements for training and

development
THE NEED FOR HRD:

ORGANISATIONAL CHANGE
Organisations that work in less time will have a

competitive advantage.
A customer and quality focus will permeate
tomorrows superior organisation.
The arena for an organisations planning and action
will be global.
Business strategies now depend on quality and
versatility of the human resource.
Work structure and design will change
dramatically.
THE NEED FOR HRD

:SOCIAL,LEGEL & OTHER CHANGES
Social attitudes, legal requirements, industrial relations and so on
generate training and development needs.
They demand new skills in the workplace
HRD PROCESS
Personal level
Existential
process
Process tells us how an individual perceives

his environment and how he interact
Interpersonal
level
Empathic
process
How much empathy individual has for other

person and establishes relationship with him
Role level
Coping
process
Individual is required to cope up with

pressures and stresses in relation to his role
in organizaion
Group level
Building
process
How various groups form themselves as

distinct entities
Intergroup
Collaborativ
e and
competitive
Positive if promote group and negative if do

not promote to reach goals
organizational
growth
issues relating to self renewal and change
At personal level : Existential process

How individual perceives his environment and how he interacts with other
How he achieves his goals in life
Process helps in integration of individual with organization
Career planning, performance appraisal,feedback,counselling
job enrichment improve this process
Interpersonal level : Empathic process

How much empathy one individual has for the other person
How person reach out to the other person and establishes a
Relationship with him
Neglecting this process affect the interpersonal effectiveness of
individuals In an organization
Communication,conflict,cooperation and competition are important areas
Of study in this process
Training, communication improve this process
Role level : coping process

Individual should cope with pressures and stresses in relation to his
Role in organization
Individual can cope up with these pressures if he is aware of the
Competencies required for performing the role
Role analysis improve this process
Group level : Building process

This process tells us how various groups form themselves as distinct
Entities in an organization
How group contribute effectively to the goals of organization
OD and team building exercise improves this process
Intergroup level: Collaborative and competitive

Competition is positive if it poses a challenges to a group in terms
of standard of performance and achievement
Competition is negative if it prevents or aims at escaping hard work
Process is improved by creating the climate of trust, authenticity
And openness clarifying norms and standards
Organisational level: Growth process

Growth process involves issues relating to organisational climate,
Self renewal and change
HRD Outcomes
People become more competent as they are aware of the skills required
People understand their role better because communication increases and
They are aware of the expectations of other members
People become more committed to their jobs because there is greater
Objectivity in administration of rewards
People develop greter trust and respect for each other.They become more
authentic in their behaviour
Greater collaboration and team work produces synergy effect
People are equipped with problem solving capabilities more prone to risk
Taking and proactive in their orientation
Lot of useful and objective data on employees are generated which facilitate
Better HRP
HRD MECHANISM OR SUBSYSTEMS

Performance appraisal
Potential appraisal
Career planning
Training and development
Organisation development
Rewards
Employee welfare and quality of work life
Human resource information system (HRIS)

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Definition of HRD

A set of systematic and planned activities

It is positive concept in HRM

HRD IS HUMANISTIC CONCEPT

Develop human resource of the company

Assist the existing and potential

THE NEED FOR HRD:

HRD can be a platform for organisational

THE NEED FOR HRD

THE NEED FOR HRD:

Technological change creates requirements for training and

THE NEED FOR HRD:

Organisations that work in less time will have a

THE NEED FOR HRD

Process tells us how an individual perceives

How much empathy individual has for other

Individual is required to cope up with

How various groups form themselves as

Positive if promote group and negative if do

issues relating to self renewal and change

At personal level : Existential process

Interpersonal level : Empathic process

Role level : coping process

Group level : Building process

Intergroup level: Collaborative and competitive

Organisational level: Growth process

HRD MECHANISM OR SUBSYSTEMS

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