Preview

Hrd in India

Powerful Essays
Open Document
Open Document
4781 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Hrd in India
HRD in Indian Organizations: Current Perspectives and Future Issues*
Ishwar Dayal

In this article Ishwar Dayal discusses the patterns of HRD management and identifies three different HRD approaches as practised in Indian organizations. These are: ManCentered, Reciprocal, and Selective. Underlying each approach is a set of beliefs shared by top management. Policy formulation and HRD programmes in these organizations emanate from these philosophies. The author also analyses the strengths and weaknesses of each approach. According to Dayal, HRD is a shared belief by management in the development of individuals and involves a strategy of linking organization development with individual growth. The author also raises some relevant issues concerning the future of HRD in Indian organizations.
Ishwar Dayal, currently a management consultant at New Delhi, has earlier served as Professor of Organizational Behaviour at the Indian Institutes of Management, Ahmedabad, and Calcutta. Till recently, he was Director of the Indian Institute of Management, Lucknow.

In recent years, Human Resource Development (HRD) has emerged as a distinct area of concern in organizations. This paper presents an overview of HRD practices in a variety of Indian organizations and identifies areas that need attention of HRD managers and academicians. There are three distinctly identifiable approaches among Indian organizations that have formal HRD programmes: (a) Man-Centered Approach, (b) Reciprocal Approach, and (c) Selective Approach. Although in practice there are overlaps among these approaches, this classification is useful for discussing the various patterns of HRD management.

Man-Centered Approach
Based on humanistic considerations, HRD, according to this approach, is a philosophy shared by managements that believe development of people to be their primary responsibility. This belief governs personnel, welfare, and other organizational policies and practices concerning its employees.



References: Athreya, M B (1988). "Integrated HRD Systems- Intervention Strategies" in Rao, T V et al. Alternative Approaches and Strategies of Human Resources Management. Jaipur: Rawat. Brown, W and Jaques, E (1965). Glacier Project Papers,. London: Hieneman. Davis, L E and Cherms, A B (eds.) (1975).77ie Quality of Working Life, (Vol 1. New York: Free Press.) Dayal, I and Dayal, A K (1983). Organizing for Management. New Delhi: Concept. Dayal, I, Srivastava, A and Alfred, T M (1972). Anatomy of a Strike. Bombay: Somaiya. De, N R (1984). Alternative Designs of Human Organizations. New Delhi: Sage. McGregor, D (1966). Leadership and Motivation. Cambridge, Mass.: MIT Press. National HRD Network (1989). "Towards Organizational Effectiveness," Conference Papers. Pigors, P, Myers, C A, and Malm, F T (1959). Personnel Administration. New York: McGraw-Hill. Rice, A K (1958). Productivity and Social Organization: The Ahmedabad Experiment. London: Tavistock. Rao, T V and Pereira, D F (1986). Recent Experiences in Human Resources Development. New Delhi: Oxford & IBH. Rao, T V, Verma, K K, Khandelwal, A K and Abraham s j, E (eds.) (1988). Alternative Approaches and Strategies .of Human Resources Management. Jaipur: Rawat. Reddin, W J (1987). Effective Management. New Delhi: Tata McGraw-Hill. Silvera, D M (1988). Human Resource Development: An Indian Experience. New Delhi: News India. Singh, J P (1989). "Choosing Human Resources Development Interventions", Vikalpa, Vol 14, No 1, January-March, pp 35-41. Strauss, G and Sayles, L R (1985). Personnel The Human Problems of Management. New Delhi: Prentice-Hall. Trist, E L, et al ( 1963). Organizational Choice. London: Tavistock. Editorial Continued from Page 2 Charismatic leaders tend to use unconventional and out-of-the-ordinary means to achieve organizational goals. Such behaviours should also be perceived to have high probability of harming the leader 's own selfinterest. Mahatma Gandhi 's momentous "Salt March" and "Fast unto Death" are ever shining examples of such behaviour. This is not to say that charismatic leaders are foolhardy. They have "realistic assessments of environmental resources and constraints affecting the realization of their visions. They implement innovative strategies when the environmental resource constraint ratio is favourable to them." In addition, charismatic leaders often use rhetoric that reflects expertise, assertiveness, and concern for followers ' needs. Such are the patterns of abilities, interests, and personal traits of charismatic leaders which can in fact be objectively studied. But can charismatic leadership be learned? Conger and Kanungo think so. They offer suggestions for identifying potentially charismatic leaders within organizations and developing them through training in various skill areas, such as critical evaluation, communication, and empowering other members of the organization. But beware followers. Be on guard against idiolization of your leader! Sasi Misra Vol. 14, No.4, October-December 1989 15

You May Also Find These Documents Helpful

  • Better Essays

    According to Bhal, many of the organizations in the India market have not focused on the human resource aspect of the business module (Bhal, 2002, p. 141). This has left a hard task to overcome for those companies looking to expand into the area. India has seen the need for a transformation in the Human Resource department, in terms of their treatment and beliefs in the management of their personnel. According to Amba-Rao, Petrick, Gupta, and Von der Embse there are four major areas that are said to be…

    • 1191 Words
    • 5 Pages
    Better Essays
  • Good Essays

    It was one of two pieces of land set aside by the Canadian government for the immigrant Mennonites coming from Russia…

    • 2027 Words
    • 9 Pages
    Good Essays
  • Good Essays

    Their Eyes Were Watching God by Zora Neale Hurston is a story of how Janie, the protagonist, achieves a strong sense of self along with her independence. In order for Janie to be where she is by the end of the novel she embarks on a long journey to find what she really wants in life. That journey is both literal and figurative. Janie literally travels and sees different parts of the world but at the same time going on within her is a journey to find herself.…

    • 837 Words
    • 4 Pages
    Good Essays
  • Better Essays

    Different paradigms present different perspectives of HRD (Human Resource Development) in terms of its aims and objectives. Consequently, it important to understand the different paradigms since each paradigm will have different approachesa while solving HRD related problems. Experts advise that individuals build their personal beliefs regarding which paradigm suits his or her practice. In our context, it is best to divide HRD into two different paradigms, the performance, and the learning paradigm since they are definite. Moreover, the learning paradigm and the performance paradigm overlook most of the HRD practice as well as the thinking. The learning paradigm is especially predominant in HRD practice in the United States of America. The learning paradigm and the performance paradigm are very dissimilar in many aspects. For instance, as the learning paradigm focuses on individual learning the performance paradigm focuses on the individual performance improvement.…

    • 883 Words
    • 3 Pages
    Better Essays
  • Good Essays

    Study Guide

    • 1069 Words
    • 5 Pages

    Many people use "Human Resource Management," "Human Resource Development" and "Human Resources" interchangeably, HR is the term to refer to all of these phrases. Human Resources is the department that deals with issues related to people such as compensation, hiring, and performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resources in my opinion, is the blood stream of the corporation. It directly feeds and maintains all other departments. It is through Human Resource that a company communicates the goals and achievements to the employees. Human Resource Management is the responsibility of the person or team that leads the Human Resource team. To be a successful business I have learned that the company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. To understand and apply human resource functions it must cover Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. I have learned that it doesn’t take one tool but takes all of these tools to accomplish the mission. In this paper I will reflected on what I have learned in this class but I explain how my own company…

    • 1069 Words
    • 5 Pages
    Good Essays
  • Powerful Essays

    Budhwar, P. S., & Khatri, N. (2001). A comparative study of HR practices in Britain and India. International Journal of Human Resource Management, 12(5), 800-826.…

    • 5411 Words
    • 22 Pages
    Powerful Essays
  • Powerful Essays

    Collective Bargaining

    • 1637 Words
    • 7 Pages

    Collective bargaining is always mutual acceptance by labor and management of a collective bargaining agreement or contract. This paper will discuss the effect of right to work laws on union membership, the role of the National Labor Relations Board, the major provisions of the Taft-Hartley Act, the role Human Resources plays in collective bargaining initiatives, and discuss some of the key characteristics of collective bargaining industries.…

    • 1637 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    L&D vs Hrd

    • 1468 Words
    • 6 Pages

    The concept of L&D in the field of management research and practice is concerned with how individuals acquire or create knowledge and skills which enable them to perform and grow in their role. Whereas in the context of Human Resource Development (HRD) there is no specific research finding to identify the scope and to define its but according to Nadler 1970, Davis and Mink 1990s, McLean 2001, or Stewart 1999 (referring to appendix) from the Learning and Development for Managers textbook, all of them deem HRD as a series and wide range activities that resultant in behavior change for positive impact as an outcome of development. It seems to be no consensus, despite the fact that numerous efforts made to explain their own perspective of HRD. As for Lee (2001), he contested that some writes refused to define HRD and could not be defined sufficiently.…

    • 1468 Words
    • 6 Pages
    Powerful Essays
  • Best Essays

    This relatively young and flourishing industry has presented some unique challenges within the Indian context. Major challenges include managing human resources in globally distributed team, talent shortage, lack of well-developed HR systems and processes, high employee turnover, lack of work balance and so forth. It is in this context, the HR organizations have a great relevance in solving some of the aforementioned issues.…

    • 1802 Words
    • 8 Pages
    Best Essays
  • Better Essays

    History of Hrd in India

    • 1098 Words
    • 5 Pages

    In the early seventies, this company, in association with IIMA the reviewed all aspects of its operations. In 1974, the consultants studied the organisation and prepared a new integrated system called Human Resource Development ( HRD) System. This was probably 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 counselling, potential appraisal training, etc. Prof Pareek and Prof Rao presented an approach paper to the top management on the new ideas and this was accepted.…

    • 1098 Words
    • 5 Pages
    Better Essays
  • Satisfactory Essays

    TERM PAPER ON HUMAN RESOURCE MANAGEMENT Daffodil International University (DIU) Acknowledgement First we feel great gratitude to my god to perform my task in time and successfully. We feel very happy to inform you that, after doing a hard work, we finally done our report on Human Resource…

    • 1086 Words
    • 6 Pages
    Satisfactory Essays
  • Better Essays

    Pqhrm Module 12 Case Study

    • 2155 Words
    • 9 Pages

    Human Resource Management (2011), Snell, S., Bohlander, G., Vohra, V.; 4th Edition, Cengage Lerning (pvt) ltd. India…

    • 2155 Words
    • 9 Pages
    Better Essays
  • Powerful Essays

    Human Resource Management is defined as the policies, practices and systems that influence an employee’s behaviour, attitude, and performance in the attainment of organizational goals, and it is also a way of management that links people-related activities to the strategy of a business or organization. Now days, the human resource has an important function in the companies or organizations. The human resource provides significant support and advice to line management because many companies consider their human capital as their most important asset. The purpose of this report is to compare and contrast the human resource management between India and Canada. This report will describe the human rights, recruitment, selection, training and development, and health and safety of Indian companies, and research the role of human resource in the recruitment and selection processes of Indian companies, and finally compare and contrast them to Canadian human resources practices. Moreover, this report will also analyze the cultural differences between Canada and India. The report aims to find difference human resource management between Canada and India, and improve the human resource management system of Canada.…

    • 3726 Words
    • 15 Pages
    Powerful Essays
  • Powerful Essays

    Human resource (HR) function is facing a diverse set of issues and challenges from both internal and external environment. Global competition, technological advancement, changing profile of employees, skill shortages, retention, downsizing, and outsourcing are some of the most common HR issues and challenges. To address the issues and to meet the challenges, HR has to play different roles. A review of literature reveals different roles proposed by different scholars. This paper makes an attempt to identify the HR roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). A brief review of different HR roles proposed by different scholars over a period of time is presented in the first part of the paper. This is followed by summary of evolution of HRM in India. The latter part presents the research carried out in India to find out the HR roles.…

    • 3323 Words
    • 14 Pages
    Powerful Essays
  • Powerful Essays

    Globalization of today’s economy is compelling organization to rethink their future strategies. It is now widely recognized that transformation is a pre-requisite to their survival and growth. Business organization in India especially public enterprises are experiencing winds of change. For the HR function, there would not be a more existing and challenging opportunity than managing the complexities of change and transformation. HR today is playing a lead role along with business functions in creating the necessary momentum and internal capabilities.…

    • 5818 Words
    • 24 Pages
    Powerful Essays