HUMAN RESOURCE DEVELOPMENT

INTRODUCTION

• In any country Human resource development

(HRD) is concerned with producing and
maintaining quality labour force.
• This is a labour force with appropriate skills and
knowledge to perform their jobs adequately.
• The quality of the workforce in a country
depends on the education, training programs
and the overall health of the population.
• HRD policies should be closely interrelated and
consistent with a country’s broader development
and investment policies.
• At organizational level Human Resource
Development is the framework for helping
employees develop their skills, knowledge,
and abilities through employee training and
career development, which in turn improves
an organization's effectiveness.
• Human resource development (HRD) is a sub-
function of human resource management
(HRM)
• For HRD to be successful it has to be
strategically integrated with all the other HRM
functions.
• It is therefore necessary to understand what
human resource management entails
 Human resource management defined

• Human resource management (HRM) is a new

way of thinking about how people should be
managed as employees in the work place.
• HRM is employee management with an
emphasis on those employees as assets of the
organization.
• It is the practice of recruiting, hiring,
deploying and managing an organization's
employees.
• The major objective of the function of human
resource management is to:
Ø Improve the effectiveness and efficiency of
employees in order to contribute to the realization
of organizational goals
• HRM’s purpose is to ensure that employees are
utilized in such a way that the employer obtains
the greatest possible benefit from their abilities
and the employees obtain both material and
psychological rewards from their work.
 Major HRM functions
1. Human resource planning;
2. Job analysis;
3. Recruitment and selection;
4. Training and development;
5. Employee compensation;
6. Performance appraisal;
7. Employee relations;
8. Occupational health and safety;
 Human resource planning (HRP)

• HRP is the process of ensuring that the human

resource requirements of an organization are
identified and plans are made for satisfying
those requirements
• It is the process of ensuring that the right
people, possessing the right competencies,
are available within the organization at the
right time.
 Major steps of the HRP process
• 1. Carry out a human resource audit to
determine the numbers and competences of
personnel required by the organization.
• 2. Reviewing labour utilization.
ØAnalyze how the employees are distributed in
the different departments and jobs
3. Forecasting the demand for labour
ØProjecting the numbers of employees and the
different skills that will needed to meet
organizational goals
4. forecasting supply
ØThis means identifying the sources of the
required skills
ØIt may involve recruiting
ØIt may involve training of the existing
employees
5. Developing a human resource plan
 Why is HRP important?

• It prevents understaffing or overstaffing which

can be very costly.
• It ensures that there are neither too many nor
too few recruitments to meet the
organization’s present and future needs.
 Job analysis
• Job analysis is a formal systematic procedure of
analyzing all the jobs in an organization in order to
determine:
Øthe duties and skills required for a job;
Øtheir relations to other jobs;
Øthe conditions under which work is performed
and
ØThe kind of person (in terms of skills and
experience) who should be hired for it
• Job analysis defines job tasks and duties in
order to produce a:
• i) job description which a written statement
that spells out essential job duties, describes
the conditions in which the job is performed
and states any special requirement for the job.
• ii) job specification defines the education,
training, qualification and experience of the
person required for a particular job
 Recruitment and Selection

• The primary goal of recruitment and selection

is to attract and select high quality staff that
can contribute to the organization through
their performance.
• Recruitment is the process of attracting a pool
of candidates on a timely basis, in sufficient
numbers and with appropriate qualifications
and encouraging them to apply for vacant
posts within the organization
• Methods of recruitment
• i)Internal recruitment
ØPromotion
ØChanging jobs
• ii)External recruitment
ØAdverts through media
ØHead hunters
ØEmployment agencies
 Selection

• Selection is the process of collecting and

evaluating information about an individual in
order to decide whether to offer him/her
employment.
• In other words selection is making a choice as
to which job applicant to appoint
• Importance of employee selection
i. An organization’s performance depends on how
well employees perform.
ii. Employees with the right skills will do a better
job for the organization.
iii. Due to the high cost of recruitment, selection
should aim at hiring employees who will stay in
the organization for some time to avoid frequent
recruitment.
iv. Selection has to be done properly to avoid any
legal problems due to discrimination in hiring
 Performance appraisal

• Once the best persons have been selected and

started to work, an organization may wish to
monitor their performance and help them
develop. This may be done through
performance appraisal.
• Performance appraisal is a formal assessment
of how well an employee is doing in his/her
job and it involves:
i. setting work standards;
ii. assessing the employee’s actual performance
relative to the set standards; and
iii. Providing feedback to the employee with the
aim of motivating him/her to eliminate
performance deficiencies or to continue to
perform above par.
iv. The objective of performance appraisal is to
help employees perform better.
 Employee compensation
• Employee compensation is payment to an employee in
return for their contribution to the organization through
the job they are doing.
• It is the process through which the organization decides
how much and in what way staff should be paid
• Employee compensation includes direct cash payments
in the form of wages or salaries and indirect payments in
the form of benefits.
• Compensation is critical to employees as it has a direct
bearing upon their standard of living and their
recognition and status within their community; it can be
used to attract and retain employees
 Employee relations
• Employee relation is an aspect of human
resource management that is concerned with
maintaining a good employer-employee
relationship
• The term employee relations is used to describe
the relationships at work including how the
organization:
i. Relates to trade unions if any;
ii. Communicates with employee;
iii. Handles grievances; and
iv. Disciplines employees when necessary.
 Occupational Health and Safety

• Occupational health and safety aim at the:

• Promotion and maintenance of the highest degree of
physical, mental and social well being of all the
workers in the organization;
• Prevention among workers of adverse effects on
health caused by their working conditions.
• Organizations have both legal and moral obligation to
provide a healthy and safe working environment as
well as ensuring the total well being of their
employees.
• OHS increases employee morale and productivity;
increases staff retention; and it is a legal requirement.