The document discusses human resource development (HRD) and its relationship to human resource management (HRM). It defines HRD as the part of HRM focused on training and developing employees. HRD uses systems like performance appraisal, training programs, and career planning to develop employee skills and abilities. The document also outlines emerging trends in HRD like talent management, outsourcing, and Six Sigma approaches. It discusses how HRD is implemented specifically in industries like information technology, public sectors, government organizations, and non-governmental organizations through practices like recruitment, training, performance reviews, and skill development.

1. HUMAN
RESOURCE
DEVELOPMENT

2. Sub Systems of HRD
 PERFORMANCE SYSTEM:
Performance Appraisal
Potential Appraisal
Feedback Counseling
 DEVELOPMENT SYSTEM :
Training
Role Analysis
Career Planning
Job rotation
Quality circle
Reward system

3. CULTURE SYSTEM:
Organization Development
Quality of Working Life
Human Resource Planning
Recruitment, Selection and Placement

4. HRM AND HRD
HRM
Meaning:
 According to Leon C. Megginson “From the
national point of view human resources are
knowledge, skills, creative abilities, talents, and
attitudes obtained in the population; whereas from
the view-point of the individual enterprise, they
represent the total of the inherent abilities,
acquired knowledge and skills as exemplified in
the talents and aptitude of its employees”.

5.  Sumantra Ghosal considers human resources as
human capital. He classifies human capita into three
categories-intellectual capitals, social capital and
emotional capital. Intellectual capital consists of
specialized knowledge, tacit knowledge and skills,
cognitive complexity, and learning capacity.
 In simple words, HRM is a process of making the
efficient and effective use of human resources so that
the set goals are achieved.

6.  HRM as a Process
 HRM is a process of four functions :-
Acquisition of human resources :
Development of human resources :
Motivation of human resources :
Maintenance of human resources :
 2. Continuous Process
 3. Focus on Objectives
 4. Universal Application
 5. Integrated use of Subsystems
 6. Multidisciplinary
 7. Develops Team Spirit
 8. Develops Staff Potentialities
 9. Key Elements for solving problems
 10. Long Term Benefits

7. HRD
The part of human resource management that
specifically deals with training and development of
the employees.
Human resource development
includes training an individual after he/she is first
hired, providing opportunities to learn new skills,
distributing resources that are beneficial for
the employee's tasks, and any other
developmental activities.

8.  Features of HRD:
 1. Systematic approach
 2. Continuous process
 3. Multi-disciplinary subject
 4. All-pervasive
 5. Techniques
 Scope of HRD:
 1. Recruitment and selection of employees for meeting the present and future
requirements of an organization.
 2. Performance appraisal of the employees in order to understand their capabilities and
improving them through additional training.
 3. Offering the employees’ performance counseling and performance interviews from the
superiors.

9.  4. Career planning and development programs for the
employees.
 5. Development of employees through succession planning.
 6. Workers’ participation and formation of quality circles.
 7. Employee learning through group dynamics and
empowerment.
 8. Learning through job rotation and job enrichment.
 9. Learning through social and religious interactions and
programs.
 10. Development of employees through managerial and
behavioral skills.

10. EMERGING TRENDS IN
HRD
 Talent Management
 Absconding Employees
 Balanced Scorecard
 Outsourcing
 SIX SIGMA
 Human Resource Department
Practices in Globalization:

11. HRD IN IT INDUSTRY
 Recruitment
 People development
 Training
 Performance appraisal
 Work life balance
 Pay as you performe

12. HRD IN PUBLIC SECTORS
 Career development
 Potential appraisal
 Performance reviews
 Timely reporting to heads
 Skill training
 Advancement only when you work

13. GOVERNMENT
ORGANIZATIONS

14. NGO’s