A Description of Human Resources Development
CHAPTER II
HUMAN RESOURCES DEVELOPMENT[1] (HRD)
HRD is a profession today. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD has professional bodies supporting its knowledge generation, knowledge dissemination and capacity building in organizations. HRD has also generated consulting firms which provide exclusive HRD services for organizations in need. Thus HRD is a well-recognized profession in India today.
The subsequent topics of this chapter take the readers through various aspects of this profession.
A. WHAT IS HRD?
HRD is based on the two assumptions: HRD makes sense only when it contributes towards business improvement and business excellence. HRD also strongly believe that good people and good culture make good organizations.
HRD means building:
➢ Competency in people ➢ Commitment in people ➢ Culture in the organization
HRD means building competencies. The most important HRD function is to build competencies in each and every individual working in an organization. Competencies are to be built and multiplied in roles and individuals.
HRD means building commitment in people. Competencies will not make sense without commitment. Think of an organization where all the employees are competent but not willing to put into use their competencies. Hence, competencies without commitment will not contribute towards effectiveness.
HRD is all about building a development culture in an organization. HRD ensures that culture-building practices are adopted from time to time to create a learning environment in the organization. It builds such a culture that the built-in culture in turn will build competencies and commitment in the people who work with the organization.
HRD can be defined as the branch of human resources management function that endeavors to build competencies,
HUMAN RESOURCES DEVELOPMENT[1] (HRD)
HRD is a profession today. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD has professional bodies supporting its knowledge generation, knowledge dissemination and capacity building in organizations. HRD has also generated consulting firms which provide exclusive HRD services for organizations in need. Thus HRD is a well-recognized profession in India today.
The subsequent topics of this chapter take the readers through various aspects of this profession.
A. WHAT IS HRD?
HRD is based on the two assumptions: HRD makes sense only when it contributes towards business improvement and business excellence. HRD also strongly believe that good people and good culture make good organizations.
HRD means building:
➢ Competency in people ➢ Commitment in people ➢ Culture in the organization
HRD means building competencies. The most important HRD function is to build competencies in each and every individual working in an organization. Competencies are to be built and multiplied in roles and individuals.
HRD means building commitment in people. Competencies will not make sense without commitment. Think of an organization where all the employees are competent but not willing to put into use their competencies. Hence, competencies without commitment will not contribute towards effectiveness.
HRD is all about building a development culture in an organization. HRD ensures that culture-building practices are adopted from time to time to create a learning environment in the organization. It builds such a culture that the built-in culture in turn will build competencies and commitment in the people who work with the organization.
HRD can be defined as the branch of human resources management function that endeavors to build competencies,
Bibliography: given towards the end of this book may be used for further reading and elaboration. ----------------------- [1] MG Jomon (2003). HRD in Real Time