Human Resource Development (HRD)

What is HRD? 

It is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.
It includes opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organization development.

The American Society for Training and Development defines HRD : Human Resource Development is the process of increasing the capacity of the human resource through development. It is thus the process of adding value to individuals, teams or an organization as a human system.

Difference between HRD and HRM:-

Essential Features of HRD

• Human Resource Development is a systematic and planned approach to the development of the employees in the organisation.
• HRD is an on-going or a continuous process of developing the competencies, motivation, dynamism and effectiveness of the employees. It is based on the belief that there is no end to the development of an individual and learning continues throughout life.
• HRD develops the competencies at four levels viz. at the individual level, at the dyadic level, at the group level and at the organisation level.
• HRD is an inter-disciplinary concept – A compartmentalized approach to HRD is adopted by the experts belonging to different disciplines such as sociology, psychology, anthropology, political science, economics and management.
• HRD has both micro and macro aspects:  1. Micro-aspect, it is concerned with improving the skills, attitudes, knowledge and behaviour of the individual employees.  2. Macro-aspect, it involves improving the quality and living standards of the people.
• HRD is a process and not merely a set of mechanisms and techniques – The process consists of such techniques as training, performance appraisal, counselling and organisational development. The process is being reviewed from time to time whenever the techniques are reviewed and revised.

"The ultimate aim of HRD is to contribute to the professional well-being, motivation and pride of employees."

The main objectives of HRD 

• Facilitate Organisational Effectiveness: For  ensuring resource availability of  specialist at different level it facilitate organisational effectiveness.
• Equity: Recognizing every employee at par irrespective of caste, creed, religion and language, can create a very good environment in an organization.
• Employability: Employability means the ability, skills, and competencies of an individual to seek gainful employment anywhere.
• Adaptability: Continuous training develops the professional skills of employees plays an important role in HRD. This can help the employees to adapt themselves to organizational change that takes place on a continuous basis.
• Promote Team Building and Collaborative Climate: This improves organisational culture employees use their initiative, take risks, talent and experiment, innovate, and make things happen.
• Motivation Development: Merely possessing technical, human relations, and conceptual competencies is not enough for effective performance on the job. A passion for working for tie organisation is required to be developed, a fire in belly is to be kindled.

Advantages for Developing Human Resources

1. Placement- Right Per son Right Job
2. Performance Improvement and  planning of Succession Planning
3. Increase Employee Satisfaction
4. Improve Retention Rates
5. Develop Employee Engagement
6. Growth of organization/Employees/Developing potentialities
7. HRD and Global Competition
8. Development of work culture
9. Restructuring of Organisations
10. Employee Empowerment
11. Change Management
12. Employees Recognition
13. Importance in Competitive Advantage