1. HRD: Conceptual Frameworks
Human Resource Management

2. Overview Concept of HRD Evolution of the concept of HRD Objectives
Characteristics
HRD as a total system
Functions of HRD
HRD & Personnel Management

3. Concept of HRD
Human Resource Development is a positive concept. It is based on the belief that an investment in human beings is necessary and will invariably bring in substantial benefits to the organization. It aims at overall development of the human resource in order to contribute to the well being of the individual, organization and the society at large.

4. Concept of HRD
It is rooted in the belief that human beings have the potential to do better. It places a premium on the dignity and tremendous latent energy of people. Where balance sheets show people on the debit side, HRD seeks to show them as assets on the credit side.

5. HRD – A Humanistic Concept
People can do better; they can do wonders.
Involve them, trust them, empower them.
Focus on their strengths & help them overcome their weaknesses.
Integrate the needs & aspirations of individuals into the strategic goals of the organization for better results.
Encourage individual initiative.

6. Evolution of the Concept of HRD
The commodity concept – labour to be bought and sold, wages based on demand and supply, no governmental protection to the labour
The factor of production concept – like money, material, land etc. Workers are like tools.
The goodwill concept – welfare measures like safety, lunchroom, first-aid etc. introduced
Paternalism – management assumes fatherly responsibilities & protective attitude

7. Evolution of the Concept of HRD
Humanitarian concept – physical, social and psychological needs of the workers are met
The human resource concept – most valuable assets; conscious effort by the organization for their needs and aspirations to be satisfied
The emerging concept – employees must be accepted as partners (decision-making, empowerment); must be provided opportunities for growth & self-fulfillment

8. Objectives of HRD HRD aims at developing:
The capabilities of each employee as an individual
The capabilities of each individual in relation to his or her present role
The capabilities of each employee in relation to his or her expected future role(s)
The dyadic relationship between each employee and his employer

9. continued… The team spirit and functioning in every unit
Collaboration among different units of the organization
The organization's overall health and self-renewing capabilities

10. Characteristics of HRD
It is a process by which the employees of an organization are helped to help themselves.
HRD is a system with several interdependent parts (procurement, appraisal, development).
It is a planned, systematic and continuous process of development.
It involves development of competencies at 4 levels – individual, interpersonal, group and organizational levels.

11. Characteristics of HRD
HRD is an interdisciplinary concept, borrowing ideas, principles, concepts and practices from psychology, anthropology, political science, sociology, economics etc.
HRD improves quality of life by not only giving the employees meaningful and challenging work but also by implementing various employee welfare policies.

12. HRD as a Total System Performance appraisal Potential appraisal
Training & development
Organization development
Career planning
Rewards
Employee welfare & quality of work life
Human resource information system

13. Performance & Potential Appraisal
Evaluating performance
Performance targets are set.
Actual performance is measured objectively and accurately.
Picture of current and past performance through appropriate methods
Evaluating potential
Latent talents are explored.
Assessment of future roles that can be assigned
Picture of abilities to assume challenging responsibilities through appropriate methods

14. T & D and OD
Training is a learning experience designed for permanent change in individual that will improve his abilities.
Development is a future-oriented training process focusing on the personal growth of the employee.
OD is a planned change effort on an entire org or on a large subsystem.
Change agent is usually a third party well versed in behavioral sciences.
The change agent studies the psychological climate before charting a course of action.

15. Career Planning & Rewards
A career is a sequence of positions held by a person in the course of a lifetime.
CP does not guarantee success but without it employees are rarely able to encash various opportunities that come their way.
Intrinsic rewards come from the job itself such as feeling of pride and achievement.
Extrinsic rewards are pay, promotions, increments and benefits.
Rewards should have external, internal and individual parity.

16. Thanks!