1. HUMAN RESOURCE DEVELOPMENT

3. PRESENTED BY, MALATHI.G, NANDHINI, MINUTHA, ISHA.

4. CONTENTS: Meaning of HRD Subsystem of HRD OD and HRD HRM and HRD
Emerging Trends in HRD
HRD in public sector
HRD in Government sector
HRD in IT sector and HRD in NGO’s

5. INTRODUCTION TO HRD
HUMAN RESOURCES DEVELOPMENT 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 activities.

6. 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.
Definition
According to American Society for Training and Development (ASTD),
"HRD is the integrated use of :-
training and development,
organizational development, and
career development to improve individual, group and organizational effectiveness."

7. EVOLUTION OF HRD:
The concept of HRD is comparatively of recent origin and has gained prominence and focus of attention in management in recent year. The concept of the behavioural scientists provided the impetus for the organisational development movement of the 60s and 70s .HRD is a series of organised activities conducted with in a specified time designed to produce behavioural change. It is rooted in the belief that human resources or people have the potential to do better.

8. Prof. Leonard Nadler formally introduced the concept of HRD in 1969 in a conference organised by the American society for training and development [ASTD]. Among the Indian experts T.V. Rao worked extensively on HRD and attempted to define HRD comprehensively. He viewed HRD process, the employees of an organisational point of view and suggested that in HRD process, the employees of an organisation are motivated to acquired and develop various skills and capabilities, knowledge, etc. In order to contribute positively to the organisational group, individual and social goals.

9. Larson and turbo was the first private sector company to introduce the concept of HRD in 1975 on the recommendations by two consultants’ udai pareek and T.V Rao from Indian institute of management. While BHEL- a company in public sector introduced the concept of HRD in Now it is found that many companies, organizations are giving due importance to the human resources development. Even leading business schools, universities, management institutions like IIM, Bajaj institute of management are organising management courses suitable to the needs of industries.

10. CONCEPTS LEADING TO EVOLUATION OF HRD:
1) The factor of production concept.
The paternalistic concept.
The humanitarian concept.
The behavioural HR concept.
The emerging concept. (Requiring urgent action).
6)Psychological concept.

11. Performance Appraisal Potential Appraisal
Sub systems of HRD
Performance Appraisal
Potential Appraisal
Career Planning and Development
Counseling
Feedback
Training and Development
Organizational Development
Rewards
Employees Welfare
Quality of Work Life

12. OD AND HRD
Human Resources Development is the improvement of skills, knowledge, and indirectly, the value of the employee in the organization. It is the responsibility of managers, and Human Resources Department. Organization Development is a description of change needed in the organization if it is to reach its future goals. Sometimes, organizations then try to accelerate this change by creating OD plans which involves managers from all departments. Sometimes, they create a new department called OD. This helps to accelerate the change by moving resources and management to a special task. US organizations started this term, and they like to create OD department and specialists. Of course, this type of change affects people, so HR development specialist are often involved in OD. However, it is a mistake to describe HRD and OD as the same thing.

13. Human Resources Development is not a defined object, but a series of organized processes, “with a specific learning objective”. Specific interventions, areas of expertise and practice that fall within this definition of HRD are recognized as performance improvement, organizational learning, career management and leadership development. Human Resources Development as a structure allows for individual development, potentially satisfying the organization’s goals. The development of the individual will benefit both the individual and the organization.
"Organizational Development."   If we were to break it into its parts we can discover one meaning:   "Organization" has come to mean the coming together of people and resources to form a unit.  "Development" in its simplest form suggests change and growth.  So OD could be defined as "the practice of changing people and organizations for positive growth." 

14. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases.
In practice, Organizational Development can take on many forms, and typical OD activities can include some of the following:
Team building, Career Development, Training, Innovation, Leadership Development, Talent Management, Change Management, e- learning etc…

15. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. 
OD is overall development