1. Introduction to Human Resource Development

2. Betty Mathew Neha Marwah Namrata Makhija Adhir Albert Lakra
Presented By:
Betty Mathew
Neha Marwah
Namrata Makhija
Adhir Albert Lakra
Ruhama Kachhap
Vikas Kumar
Anand Shankar
Sudhir Kujur
Hirni Pathak
Aniket Preetish
Binod Marandi

3. Introduction The evolution of HRD can be discussed in 2 stages:
1. A global perspective-At global level we have:
Emergence of Apprenticeship training program and collective bargaining mechanisms;
Emergence of vocational training program and factory schools;
Training programs for semi-skilled workers; and
Emergence of training as a profession.
2. An Indian perspective-Growth and Development of HR in India.

4. Evolution of HRD Early apprenticeship programs
Early vocational education programs
Early factory schools
Early training for unskilled/semi-skilled
Human relations movement
Establishment of training profession
Emergence of HRD

5. Early Apprenticeship Programs
Artisans in 1700s
Artisans had to train their own workers
Guild schools
Yeomanries (early worker unions)

6. Early Vocational Education Programs
1809 – DeWitt Clinton’s Manual School
1863 – President Lincoln signs the Land- Grant Act promoting A&M colleges.
1917 – Smith-Hughes Act provides funding for vocational education at the state level.

7. Companies started machinist and mechanical schools in-house.
Early Factory Schools
Industrial Revolution increases need for trained workers to design, build, and repair machines used by unskilled workers.
Companies started machinist and mechanical schools in-house.
Shorter and more narrowly-focused than apprenticeship programs.

8. Early training for Unskilled/Semi-Skilled Workers
Mass production (Model T)
Semi and unskilled workers
World War I
Retool & retrain
“Show, Tell, Do, and Check” (OJT)

9. Human Relations Movement
Factory system often abused workers.
“Human Relations” movement promoted better working conditions.
Start of business & management education.
Tied to Maslow’s Hierarchy of Needs.

10. Maslow’s Hierarchy of Needs
Self-actualization
Esteem
Social
Safety
Physiological

11. Establishment of the Training profession
Outbreak of WWII increased the need for trained workers.
Federal Government started the Training Within Industry (TWI) Program.
1942 – American Society for Training Directors (ASTD) formed.

12. Emergence of HRD
In the early seventies 2 consultants Prof.Udai Pareek & Prof.T.V.Rao from the IIM were approached by L&T for a review exercise of their performance appraisal system. In 1974 the consultants studied the system and made recommendations for improving it. They felt that a development oriented performance appraisal system may not achieve its objectives unless accompanied by other sub-systems like employee counseling, potential appraisal, career planning and development, training, OD etc. So a new HRD system was introduced at L&T in the year 1975.

13. Contd.
This was the first of its kind in India. The new system clearly established the linkages between the various personnel related aspects such as performance appraisal, employee counseling, potential appraisal, training etc. Today most of larger private & public sector organizations in India are using the techniques and approaches of HRD to develop their workforce for the attainment of organization goals along with individual satisfaction and growth. i

14. Meaning of HRD
Leonard Nadler introduced the term HRD in He defined HRD as “those learning expenses which are organized for a specific time and designed to bring about the possibility of behavioural change”

15. Relation between HRM & HRD
Human Resource Management (HRM) encompasses many functions.
Human Resource Development (HRD) is just one of the functions within HRM.

16. Assumptions on which HRD is based
Frank in 1988 identified the following assumptions on which HRD is based;
HRD is based on Research and theories drawn from the field of adult education and is different from learning that occurs in children. Learning is based on creating appropriate circumstances in which adults can learn and thereby change behaviour.

17. Assumptions Contd.
2. HRD is concerned with improving performance within the work environment and not with improving people’s health or their personal relations with their family. 3. HRD utilizes the theories of change and how these relate to the organization. Change affects individuals, group and the organization and HRD is predominantly concerned with change of individuals.

18. According to T.V.Rao, HRD is a process by which employees of a organization are continuously helped in a planned way 1.
To acquire capabilities (knowledge, perspectives, attitudes, values & skills) for performing tasks. 2.
To develop their enabling capabilities so that they are able to discover & utilize their inner potential. 3.
To develop an organizational culture where team work contributes to the organizational health & dynamism.

19. Comprehensive Definition
“A process by which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioural knowledge, skills and attitudes and mould the values, beliefs and attitudes necessary to perform present and future roles by realizing the highest human potential with a view to contribute positively to the organization, group, individual and social goals.”

20. HRD is a continuous process HRD is a system Quality of life
Nature of HRD
A Behavioural science
HRD is a continuous process
HRD is a system
Quality of life
Addition in productivity

21. Scope of HRD
In today’s context, HRD is no longer confined to training and development functions. It now encompasses all development functions of HR, like; performance management, potential appraisals mentoring, counseling, job rotation, career development and overall organizational development. Focus on continuous development of manpower is necessary for organization to sustain their competitive advantage, as people are the most important strategic resource for any organization.

22. Contd.
For individual employee, HRD is important as they can develop and build their capabilities, which contributes to their professional and personal growth. Thus HRD benefits both the organization and the individual. Continuous planned focus on HRD also enables organization to develop the appropriate culture of team work, collaboration, inter-personal relationships, which transforms the organization to a compelling place to work, i.e., employees with increased level of motivation and self pride volunteer to do the work.

23. Objectives of HRD
To develop capabilities of all individuals working in an organization in relation to their present role.
To develop capabilities of all such individuals in relation to their future role.
To develop better inter-personal and employer- employee relationships in an organization.
To develop team spirit.
To develop coordination among different units of an organization.
To develop organizational health by continuous renewal of individual capabilities keeping pace with technological changes.

24. HRD objectives can also be couched in line with W
HRD objectives can also be couched in line with W. Edward Deming’s 14 principles for quality improvement in an org. Thus those related to HRD objectives are,
Institute training on the job.
Breakdown barriers between departments to build teamwork.
Drive fear out of the work place.
Create conditions to enable the employees to take pride in their workmanship.
Institute programme of education and self-improvement.

25. Development of employees is the primary task of the company.
Example in Siemens Ltd.
Development of employees is the primary task of the company.
Recruitment of quality manpower and their retention, mainly at entry level.
Performance as the sole criterion for increments and promotion.
Use of training as a strategic factor for competitive advantage.
To ensure transparency in decision making.

26. Purpose Equity: Recognizing human beings as strategic assets
Employability: Ability, skills and competencies to seek meaningful employment
Adaptability/Competitiveness: To face challenges vis-à-vis organizational changes

27. Principles Principle of Development of Organizational Capability
Principle of Potential Maximization
Principle of Autonomy Maximization
Principle of Maximum Delegation
Principle of Participative Decision Making
Principle of Change Management
Principle of Periodic Review

28. Strategic Role of HRD Succession Planning Culture Change
Strategic Change
Performance Management
Strategic Hiring
Managing External Partnerships and Tie-ups- CCL, IIMs, ISB, Strategy Academy (Ranjan Das), Paid sites: HBS Publishing, McKinsey Quarterly etc.
Marketing Programs- externally and internally
Research and Development
Knowledge Management

29. Human Resource Development Process
Initially welfare was perceived as a moral duty and later welfare was considered as precondition of industrial efficiency. The second development sprung from the employer’s endeavors to cope with the challenges of trade unionism. The third phase of development could be attributed to the development of the concept of humanization of work.

30. Factors responsible for this development in a phased manner are;
Technological changes
Competition
Consumerism
Social Changes
Political dev.
Structural changes

31. The 70-20-10 Development Model
70/20/10 learning concept was developed by Morgan McCall, Robert W. Eichinger, and Michael M. Lombardo at the Center for Creative Leadership
70% from real life and on-the-job experiences, tasks and problem solving. This is the most important aspect of any learning and development plan.
20% from feedback and from observing and working with role models.
10% from formal training

32. Training & Development
Primary functions
Training & Development
Career Development
Organizational Development
Secondary functions
Role analysis & development
Performance appraisal
Potential appraisal
Employee Orientation
Success planning, quality circle
Information sharing

33. HRD Process Mapping
Every organization for HRD requires to perform process mapping duly understanding what is being currently done and what needs to be done, keeping the core perspective of value addition. To determine the future HRD processes, organizations draw a blueprint within the ambit of policies, procedures and structure, keeping in view the desired changes in the HR pattern.

34. Contd.
For HRD process documentation organizations focus both on the qualitative and quantitative measures, considering the following aspects:
Description of the entire HRD process.
Identification of HRD process elements and resources.
Current HRD process performance.
Analytic decomposition of HRD processes.

35. Important Areas of HRD Increasing the enabling capabilities
Focus on balanced organizational culture
Focus on learning contextual factors
Focus on diffusion of HRD function
Focus on periodic review of HRD system

36. Low Commitment from management
Emerging Issues in HRD
Changing Environment
Indian organizations have also undergone drastic transformation for vibrant new ideas.
Technological Impact
Focus may be on services which will be retained, re-skilled & deployed by the employees.
Low Commitment from management
Since HRD is seen as a non-productive expenditure for the org the line managers are not serious.
Globalization
This compels them to increase their ability to learn and collaborate and manage diversity & uncertainity.
Employee Orientation
This requires adequate premium to be placed on individual growth & development.
HR Outsourcing
This might pose a threat to the internal HR talent over a period of time.

37. Summary HRD is too important to be left to amateurs
4/1/2017
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
You need to be able to talk MONEY
THRD-160-2

38. Bibliography
T.V.Rao, Human Resource Development: Experiences, Interventions, Strategies
R. Krishnaveni, Human Resource Development: A researcher’s perspective
Dr.D.K.Bhattacharya, Human Resource Development

39. Thank You