2. CONTENTS
• Introduction to HRD
• Meaning of HRD
• Definition of HRD
• Objectives
• HRD functions
• Need for HRD
• Subsystem of HRD
• Training and Development
• Challenges Of HRD
3. Introduction to H R D
• HRD is development processes were it
focuses on improving the existing
capabilities of employees and helping
them to acquire new capabilities required
for the achievement of organizational and
individual goals.
• Human Resource Development is the
integrated use of training, organization,
and career development efforts to improve
individual, group and organizational
effectiveness. HRD develops the key
competencies that enable individuals in
organizations to perform current and
future jobs through planned learning
4. MEANING
It is the process of increasing the
capabilities of HR through development.
It is a process of adding values to
individuals, teams, organization as
human system.
5. 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.
• Harbison and Myers have defined HRD as the
process of increasing the knowledge, skills and
capabilities of all the people in a country.
6. OBJECTIVES
• Develop human resource of the company
continuously for better performance to meet
objectives.
• Provide opportunity for development of
different level of employees.
• suitable need based training programs
• Prepare newly inducted staff to perform their
work with high level of competency and
excellence.
• Meet social obligations of industry to contribute
towards the excellence of technical and
management education.
7. OBJECTIVES
• Assist the existing and potential customers in
the better use of our equipments by training
the employees.
• Promote a culture of creativity, innovation,
human development, respect and dignity.
• Achieve excellence in every aspect of working
life.
• Create environment for the trainees conducive
to their character building.
8. HRD Functions
• Providing skill input to apprentices and trainees
• Identifying training needs and imparting training
• Outside deputation for competency
enhancement
• Competency mapping
• Organisational development activities
• Conducting sessions and workshops
• Training and development (T&D)
9. THE NEED FOR HRD:
• BUSINESS AND ECONOMICS CHANGED
• TECHNOLOGICAL CHANGES
• ORGANISATIONAL CHANGE
• SOCIAL,LEGEL & OTHER CHANGES
10. THE NEED FOR HRD
• Implementing a new policy
• Implementing a strategy
• Effecting organisational change
• Changing an organisation’s culture
• Meeting changes in the external environment
• Solving particular problems
11. Sub systems of HRD
1. Performance Appraisal
2. Potential Appraisal
3. Career Planning and Development
4. Counseling
5. Feedback
6. Training and Development
7. Organizational Development
8. Rewards
9. Employees Welfare
10.Quality of Work Life
12. 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
13. Training and Development
(T&D)
• Development – preparing for future
responsibilities, while increasing the
capacity to perform at a current job
– Management training
– Supervisor development
14. Benefits of Training and
Development
• Training and development helps the
employees to achieve their personal
goals which in turn help to achieve the
overall organizational objectives.
• Thus, we can bifurcate the benefits of
training and development into two broad
heads:
• Organizational benefits
• Personal benefits
15. Challenges for HRD
• Changing workforce demographics
• Competing in global economy
• Eliminating the skills gap
• Need for lifelong learning
• Need for organizational learning
• Technological changes
• Greater employee Retention and
committment
16. Summary
• HRD is too important to be left to
amateurs
• HRD should be a revenue producer, not a
revenue user
• HRD should be a central part of company
