HRD – Some concepts


HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. When we call it as a people-oriented concept the question of people being developed in the larger or national context or in the smaller organizational context? Is it different at the macro and micro level? HRD can be applied both for the national level and organizational level.

But many personnel managers and organizations view HRD as synonymous to training and development. Many organizations in the country renamed their training departments as HRD departments. Surprisingly some organizations renamed their personnel department as HRD departments. Some educational, institutions started awarding degrees and diplomas in HRD even though the concept is not yet crystal clear.

HRD from organizational point of view is a process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational, group, individual and social goals.

A comparative analysis of these definitions shows that the third definition seems to be comprehensive and elaborate as it deals with the developmental aspects of all the components of human resources. Further, it deals with all types of skills, the present and future organizational needs and aspect of contribution to not only organizational also other goals.

The analysis of the third definition further shows that there are three aspects, viz.,

1. Employees of an organization are helped/motivated;
2. Acquire, develop and mould various aspects of human resources; and
3. Contribute to the organizational, group, individual and social goals.

The first aspect deals with helping and motivating factors for HRD.

These factors may be called ‘Enabling factors’ which include: Organization structure, organizational climate, HRD climate, HRD knowledge and skills to managers, human resource planning, recruitment and selection. The second aspect deals with the techniques or methods which are the means to acquire develop and mould the various human resources.

These techniques include: Performance, appraisal, Potential appraisal, Career planning and Development, Training, Management development, Organizational development, Social and Cultural programs, and Workers’ participation in management and quality circles. The third category includes the outcomes contribution of the HRD process to the goals of the organization, group, individuals and the society.

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  • adkawale

    Very endlightening. I have come across few organisatins which have named the sections of Personnel Department handling recruitment, promotion matters as HRD, which is also misnomer. If I am right welfare facilities,viz. clubs, sports, facilities for performing arts also help in HR Development.


    Please provide latest trent practices in corporate.

  • soniya

    HRD is a biggest subject not find only one page or two i am not seticfied this type of statment.thank”s.

  • sasha

    please let me know the subsystems of HRD

  • Lipika R.Trivedi


    Thanks a ton!!

    I’m just starting with my career in HR.. you’ve presented the concept in a very simplistic manner, (for a layman like me to understand.).. THANKS AGAIN!

  • manishtopno

    this is a very voluminous site

  • I appreciate the analyses of the concept. we may also add a few systems like human resources information system,man power planning,redesigning of human system and HR Audit.

  • nicely ellaborated, worth reading!



    i want these below topics to sent to my mail ID.

    topics are:

    hrd trends-

    behavioural science

    assessment centre

    behavioural modeling& self directed learning

    potential appraisal

    feedback &performance coaching


    HRD audit

    strategic HRD

    HRD experince in INDIAN