Human resource development (HRD) is a part of human resource management. It deals with the all round development of an employee within an organisation, his career development, training, counselings, updating him with the latest technology, helping him explore his potential and develop his skills, which would prove beneficial to both the employee and the organisation in achieving the organisation goals. It also means allocation of resources for the development of the employee. read more notes of Supply chain management and personality development The dynamic environment in which an organisation functions demands regular updating of job requirements. This is necessary to ensure a continuous flow of qualified persons for the changed job. Its scope can be understood with reference to the following points:
a) HRD is a system made up of mutually dependent parts. Therefore, the design of the system cannot be considered in isolation. It must take into account its linkage with the other parts of the organization.
b) HRD is a proactive function. Its function is not merely to cope with the needs of the organization, but to anticipate them and to act on them in advance in a continuous and planned way.
c) HRD aims at developing the capabilities of all line managers so that they can gradually handle functions like industrial relations, rewards and punishment, performance appraisal etc.
d) HRD emphasis is on building the right work culture in the organization. The work culture should identify, nurture and use the capabilities of the people.
e) HRD emphasises the need to motivate people a lot. It considers informal organization, job enrichment, participative management etc. as motivating forces. HRD considers that the better utilization of human resource leads to improved performance. This in turn results in improved job satisfaction and morale.
Importance of Human Resource Development
HRD is a system of introducing changes in the work culture and work environment without dislocating the functioning of the organisation. The following points highlight its importance:
a) Competent employees: HRD helps in making people aware of the skills required for job performance. There is greater clarity of work norms and standards. This results in a more competent work force.
b) Role clarity: HRD encourages communication between work-teams. People not only understand their roles better but also become aware of the expectations of the other members of the team.
c) Committed work force: People become more committed to the jobs because rewards are administered more objectively through the HRD process.
d) Greater trust and respect: By encouraging communication, HRD helps in developing greater trust and respect for each other. Employees become more open and authentic and new values can be generated easily.
e) Synergy effect: Effective communication, participate management and stress on teamwork produce synergy effect within the organization.
f) Breaks resistance to change: HRD makes people better equipped with problem-solving capabilities. This not only makes them proactive but also brings readiness on their part to accept change.
g) Facilitates HRP: HRD generates a lot of useful and objective data on employees that facilitates human resource planning.
h) Other benefits: The overall impact of HRD is observed in terms of higher productivity, cost effectiveness, growth expansion, diversification and increased profits.
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