Scribd
Upload
41 views

Human Resource Development: Group Members

This document discusses human resource development (HRD). It defines HRD as dealing with developing and upgrading human capital according to organizational needs. The document outlines the key differences between HRM and HRD, with HRD taking a more proactive, organizational development focused approach. It then covers various areas discussed under HRD, including human resource planning, recruitment, performance appraisal, counseling, career planning, succession planning, training, job evaluation, and rewards. Finally, it outlines the phases for adopting HRD within an organization, including assessing needs and designing and implementing effective HRD programs.

Uploaded by

Suhani jain
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
41 views

Human Resource Development: Group Members

This document discusses human resource development (HRD). It defines HRD as dealing with developing and upgrading human capital according to organizational needs. The document outlines the key differences between HRM and HRD, with HRD taking a more proactive, organizational development focused approach. It then covers various areas discussed under HRD, including human resource planning, recruitment, performance appraisal, counseling, career planning, succession planning, training, job evaluation, and rewards. Finally, it outlines the phases for adopting HRD within an organization, including assessing needs and designing and implementing effective HRD programs.

Uploaded by

Suhani jain
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 14

Human

Resource
Development GROUP MEMBERS
Humna Zubair
Nida Bakhtiar

Asfandyar Khattak

Sana Munir

Midhat Batool
What is HRD?
 Deals with development and up
gradation of human capital

HRD
 HRD tries to bring about
qualitative changes in human
capital in accordance with the
needs

 HRD is a process for developing


and unleashing human expertise
through organization
development and personnel
training
HRM vs HRD
HRM HRD
 a routine and administrative  continuous process
function

 Function more independent with  sub-system of a large system,


separate roles to play. more organizational oriented

 Mainly a reactive function  More proactive; it copes with


responding to the demands the changing needs of the
which may arise. people as well as anticipate
these needs.

 Concerned with people Only.  Developing the whole


organization, e.g. OD.
 It is basically the responsibilities
of the HR department.  involvement of the entire work
force from top to bottom is
more and a must in most of the
cases
Beliefs about the Role of HRD
 Strong commitment to the development of people
 Change is a learning process
 Learning is the heart of HRD
 Helping and facilitating
 Learning occurs on multiple levels
 Learning and performance are both valued roles of
HRD
 Development of systems is important
 T&D

Field  Employee development

of  Technical training

 Management development
Practice
 Executive and leadership Development

in HRD  Human performance

 Organization development

 Organizational learning
AREAS DISCUSSED
UNDER HRD
AREAS DISCUSSED
UNDER HRD
 Human Resource Planning
 Ensuring availability of right numbers of workforce ,
in terms of skills at the right time and at the right
place
 Developing their potentials in terms of skills,
performance and capacity
 Recruitment and Selection
 Recruiting is a way of generating applications or
attracting applicants for specific positions
 Selection is thus a means of selecting the ”best-fit”
for a job by using multiple hurdles
 Performance Appraisal
 alsocalled “employee rating”
 review of the way in which an
individual performs in his or her
job.

 Counseling
 Helping the employee to recognize
his own strengths, weaknesses and
potential
 Career Planning
 involves identifying the right potential well in
time, for development to take over higher
responsibilities
 attention is focused on individual’s style of
working than his current performance results.

 Succession Planning
1. to decide which are the key jobs
2. to identify the potential incumbent who can fit
the position
3. to make necessary records in the organization
chart
 Training
 Improve the capabilities of the human
resources in order to increase their
efficiency and effectiveness
 Job oriented and fulfills the current needs
of an individual to overcome job
difficulties.

 Job Evaluation
 Determine the relative worth of a job
compared to other jobs within an
organization
 Rewards
 Positivereinforcements given by the
organization
 Rewards include:

– Promotion
– Incentives
– Increments, etc
PHASES FOR ADOPTING
HRD
 Learning and HRD
 Maximizing learning and creating a learning
environment
 Recognizing Individual differences

 Learning strategies and styles

 Assessing HRD needs


 Strategic organizational analysis
 Task analysis

 Person analysis

 Prioritizing HRD needs.


 Designing Effective HRD Programs

 Implementing HRD Programs


THANK U

You might also like