Human Resource Development
Introduction
‘Management is nothing but development of people, not the direction of things’
In modern industry system, the production is the result of the joint efforts of all the factors of production, i.e., land, labour, capital, organization and entrepreneur. Labour, unlike other factors of production is an active factor. Human resource Management is, perhaps, the oldest and most widely researched subject in management. Yet, as technologies change, cultural diversities occur and people's expectations undergo fundamental shifts towards newer and newer dimensions.
In this rapid revolutionary changing environment, human resource development, a part of human resource management plays an important factor in determine an organization's success.
Human Resource Development is important to any growing business organization because it helps to improve business performance through the development of personnel, and, directing and enhancing talents and skills through planned activities design to improve organizational learning. Ronald R. Sims (2007) described Human Resource Development as "strategically-driven activities designed to improved current and future learning, performance, and change" (p 2). Sims pointed out that in the early 1980s; the field of personnel management shifted its emphasis as personnel departments renamed themselves human resource department.'
It’s importance lies in its association with a strategic, integrated and highly distinctive managerial approach to the management of the people. The distinctiveness lies in labour being seen as an asset and resource and not as a cost. The strategy is to try to develop this resource to it’s maximum so that emphasis is on the individual employee and on his/her motivation, training and development.
Human Resources Management is defined as proactive rather than reactive, system-wide rather than fragmentary, treats labour as social capital rather than as a variable cost, is goal-oriented rather than
‘Management is nothing but development of people, not the direction of things’
In modern industry system, the production is the result of the joint efforts of all the factors of production, i.e., land, labour, capital, organization and entrepreneur. Labour, unlike other factors of production is an active factor. Human resource Management is, perhaps, the oldest and most widely researched subject in management. Yet, as technologies change, cultural diversities occur and people's expectations undergo fundamental shifts towards newer and newer dimensions.
In this rapid revolutionary changing environment, human resource development, a part of human resource management plays an important factor in determine an organization's success.
Human Resource Development is important to any growing business organization because it helps to improve business performance through the development of personnel, and, directing and enhancing talents and skills through planned activities design to improve organizational learning. Ronald R. Sims (2007) described Human Resource Development as "strategically-driven activities designed to improved current and future learning, performance, and change" (p 2). Sims pointed out that in the early 1980s; the field of personnel management shifted its emphasis as personnel departments renamed themselves human resource department.'
It’s importance lies in its association with a strategic, integrated and highly distinctive managerial approach to the management of the people. The distinctiveness lies in labour being seen as an asset and resource and not as a cost. The strategy is to try to develop this resource to it’s maximum so that emphasis is on the individual employee and on his/her motivation, training and development.
Human Resources Management is defined as proactive rather than reactive, system-wide rather than fragmentary, treats labour as social capital rather than as a variable cost, is goal-oriented rather than