HRD is a process by which the employees of an organization are helped to help themselves and develop the organization. It has the following features:
HRD is a system:
It is a system having several interdependent parts or subsystems such as procurement appraisals, development etc. change in any one subsystem leads to changes in other parts. For example if there is change in the promotion policy where seniority is replaced with merit the chain reactions on affected individual unions, shall have to be assessed keeping the difficulties in framing acceptable guidelines regarding merit in mind.
HRD is a planned process:
It is a planned and systematic way of developing people. Further it is undertaken on continuous basis. Learning as we all know is a lifelong process and goes on and on.
HRD involves development of competencies:
Basically it tries to develop competencies at four levels. At the individual level, employees are made to realize the importance of playing their roles in tune with overall goals and expectations of other people (regarding such roles) enriching and redesigning jobs, the roles of employees are made more meaningful and interesting. At the interpersonal level, more stress is laid on developing relationships based on trust, confidence and help. At the group levels, task forces cross functional teams are created to cement inert group relations. At the organizational level, the organization is made to nurture a development climate where every effort is made to harness human potential while meeting the organization’s goals.
HRD is an inter-disciplinary concept: HRD is an amalgamation of various ideas, concepts, principles and practices drawn from a number of soft sciences such as sociology, psychology, anthropology, economics etc.
HRD improves quality of life:
HRD enables the employees discover and utilize his capabilities in service of organizational goals. He finds a new meaning in work, when managers support such initiatives through incentive plans and challenging work assignments. The whole assignments and the whole effort of HRD is focused on improving the quality of life of employees working at a various levels in an organization.
Objectives of HRD
HRD basically aims at developing:
1) The capabilities of each employee as an individual
2) The capabilities of each individual in relation to his or her present role.
3) The capabilities of each employee in relation to his or her expected future role(s)
4) The dyadic relationship between each employee and his or her employer;
5) The team spirit and functioning in every organizational unit;
6) Collaboration among different units of the organization;
7) The organization’s overall health and self renewed capabilities which in turn increases the enabling capabilities of individuals’ dyads, teams and entire organizations.
Benefits of HRD:
HRD is needed by any organization that wants to grow continuously. In the fast changing environment organizations can scale new heights only through the effective and efficient use of human resources. Appropriate personnel policies help maintain employees motivation and morale at a high level, but this alone may not help the organization achieve success and venture into few fields. To this end, employees’ capabilities must be continually trained, developed and expanded. The employees must be encouraged to taking risks, experiment, innovate and make things happen in an atmosphere of mutual trust, goodwill and cooperation. People need competencies to perform tasks. Higher degree and quality of performance of tasks requires higher level or degree of skills. Without continuous development of competencies in people an organizations is not likely to achieve its goals. Competent and motivational employees are essential for organizational survival, growth and excellence.
Evolution of the Concept of HRD:
The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the availability of managerial personnel and employees’ productivity.