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.

1
 Emergence of HRD
• Employee needs extend beyond the training
classroom
• Includes coaching, group work, and problem
solving
• Need for basic employee development
• Need for structured career development

2
 Relationship Between HRM and HRD

• Human resource management (HRM)

encompasses many functions
• Human resource development (HRD) is just
one of the functions within HRM

3
 HRD Functions
• Training and development (T&D)
• Organizational development
• Career development

4
 Training and Development (T&D)
• Training – improving the knowledge, skills
and attitudes of employees for the short-term,
particular to a specific job or task – e.g.,
– Employee orientation
– Skills & technical training
– Coaching
– Counseling

5
 Training and Development (T&D)
• Development – preparing for future
responsibilities, while increasing the capacity
to perform at a current job
– Management training
– Supervisor development

6
 Organizational Development
• The process of improving an organization’s
effectiveness and member’s well-being
through the application of behavioral science
concepts

• HRD plays the role of a change agent

7
 Career Development
• Ongoing process by which individuals
progress through series of changes until they
achieve their personal level of maximum
achievement.
– Career planning
– Career management

8
 Importance of HRD
• Link business strategy & employee performance.
• Help employee to discover potential & to develop
their career
• Successfully implement operational effectiveness
programmes-quality improvement, team work,
QWL, Continous improvement program.
• Recognize HR as capital asset
• Improve the quality of work life
 Socialization of new employee
• Organization culture
• Roles:- new employee has to behave in pattern
in accordance with how s/he is expected.
• Values:-belief system right or wrong
• Norms:-acceptable standards of behavior
within a group that are shared
 Purpose of socialization
• To ensure predictability of employee behavior:-
acceptable or unacceptable behavior
• To substitute for rules guiding employee
behavior
• To increase employee performance &
satisfaction:-increase acceptance of
socialization.
• To reduce anxiety
 Process of socialization
• Pre arrival stage:- based on incomplete,
inaccurate & distorted information. Jobs like
doctors, engineers & accountant undergo a
considerable degree of socialization in training
& in educational institutes.
• Encounter stage:-outcome of socialization is
affected depends upon on the reality shock on
the job which arises due difference between
expectation & reality.
• Metamorphosis:- new recruits deals with
problems discovered in encounter stage. Final
result refers when new recruit is comfortable
with organization. Accepeted by peer & skill
& competencies recognized by others.
Training refers to a planned
effort by a company
to facilitate employees
learning of job related
competencies
 Training

• The goal of training is to:

 Master the knowledge, skill &behavior explained in the training program.
 Apply them to their day to day activities
 Objective of training
• To increase:
 Employee productivity

 Control attrition:

 Prevent job burnout

 Obsolescence:

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 Assessment of training
Organization analysis Task analysis
• An adequate no. of
employees available
• Employee performance is • Detailed examination of a
up to the mark job, its components,
• Working environment-direct operation & conditions
& indirect method • Job analysis (components)
• Standard of performance
 Individual analysis
• Observation at work
• Interview with superior & employees
• Comparative study of good v/s poor employee
• Personnel records
• Production reports
• Review of literature regarding the job &
machine used.
 Training Methods
• On-the-job training (OJT)
– Having a person learn a job by actually doing the
job.
 Training Methods (cont’d)
• Apprenticeship training
– A structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job
training.
– Nursing, plumbing, electrician & carpenter
– Hiring cost is lower
– Loyalty increased

• Internships
 Trainee have opportunity to get real world exposure
 A further addition of qualification in resume .
• Job instruction training (JIT)
– Listing each job’s basic tasks, along with key
points, in order to provide step-by-step training for
employees.
– 4 steps
– Select trainer & trainee
– Explain fully about facet of job to trainee
– Undertake trial performance
– Feedback by trainer on performance
Basic of instruction Essential of learning

1. Prepare Motivation
Break down, preparation an instruction
plan
2. Present Understanding
Tell, show, demonstrate, explain

3. Try out Participation

Do the job, feedback

4. Follow up Application
Check progress frequently
• Off –the job training
 Training Methods (cont’d)
• Effective lectures
– Very large group coverage
– Lecture plus discussion
– Learners are passive
– Violates the principle of learning by doing

8–25
 Programmed Learning
• Programmed instruction (PI)
– A systematic method for teaching job
skills involving:
• Presenting questions or facts
• Allowing the person to respond
• Giving the learner immediate feedback
on the accuracy of his or her answers

8–26
 Training Methods (cont’d)
• Audiovisual-based training
– To illustrate following a sequence over time.
– To expose trainees to events not easily
demonstrable in live lectures.
– To meet the need for organization wide training
and it is too costly to move the trainers from place
to place.
 Training Methods (cont’d)
• Simulated training (occasionally called
vestibule training)
– Training employees on special off-the-job
equipment so training costs and hazards can be
reduced.
– Machine used is duplicated
 Computer-based Training (CBT)
• Advantages
– Reduced learning time
– Cost-effectiveness
– Instructional consistency

8–29
 Development
• Management development is any attempt to
improve managerial performance by imparting
knowledge, changing attitudes or increasing
skills.
 On the job
• 1)Coaching:-
• Provided by immediate supervisor or boss
• helps in succession planning
• Serve as feedback mechanism
• 2)Job rotation:- moving from one job to
another on a systematic basis in order to
broaden their knowledge
• Understudy assignment:- assigned a project .
Deputed to attend executive meeting as a
representative of his superior.
 Off the job
• Role play:- act out their particular role position
under simulated condition.
• Case study:- based on the problem or situation
that exist in the organization.
• Decision games:-
 How to evaluate training
effectiveness

• Reaction
• Learning
• Behavior
• Result