People are the real assets of an organization. If treated well, they can take organizations to commanding heights. Two plus two could be four or even ten. Organizations are generally driven by a set of predetermined goals. They employ physical, financial and human resources in order to achieve the goals. These goals have no meaning unless people understand the underlying philosophy translate them into concrete action plans and put their heart while realizing the targets. Organizations thus depend on people for their survival and growth. In a similar way, people need organizations. The vast majority of people work to support themselves and their families. But people work for many reasons other than economic security. For example they may also work to keep busy and feel useful, to create and achieve something. They want to gain recognition and achieve status or to test and stretch their capabilities. To meet these multifarious needs, people and organizations join hands. Unfortunately this union seldom approaches perfection. Organizations face several problems in meeting their goals and likewise employees report some problems in their attempts to be productive and efficient in their jobs and to feel satisfied in their work lives. The challenge of human resources management is to minimize these obstacles and problems and improve the contributions made by people to organizations.
HRM (Humans Resources Development) is concerned use of people to achieve organizational and individual goals, it is a way of managing people at work so that they give their best to the organizations. It may be defined as the art of procuring, developing and maintaining a competent workforce to achieve the goals of an organization in an effective and efficient manner.
Human Resources Development (HRD):
HRD is a positive concept in human resource management. It is based on the belief that an investment in human beings is necessary and will invariably bring in substantial benefits to the organization in the long run. It aims at overall development of human resources in order to contribute to the well being of the employees, organizations and the society at large.
HRD is rooted in the belief that human beings have the potential to do better. It therefore places a premium on the dignity and tremendous latent energy of people where the balance sheet shows people on the debt side, HRD seeks them as assets on the credit side.
HRD a humanistic concept:
1) people can do better, they can do wonders
2) Involve them, trust them and empower them: treat them as resources, as assets
3) Focus on the strengths of people and help them overcome their weaknesses
4) Integrate the needs and aspirations of individuals into the strategic goals and the mission of organizations for better results.
5) Encourage individual initiative and response by providing a fostering culture (openness, trust, collaboration, mutuality etc).
HRD is a process by which the employees of an organization are helped in a continuous and planned way to: (1) acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; (2) develop their general capabilities as individuals and discover and exploit their own inner potential for their own and /or organizational development purposes (3) develop an organizational culture in which superior subordinate relationships, team work and collaboration among sub units are strong and contribute to the professional well being, motivation and pride of employees.
In short it aims at helping people to acquire competencies required to perform all their functions effectively and make their organizations do well.