H U M A N R ESO U R C E

D EV ELO P M EN T
According to T.V Rao,
"H RD is the process ofenabling people to m ake
thing happen.It deals both w ith the process of
com petency developm ent in people and creation
ofconditions to help people apply these
com petency developm ent in people and the
creation ofconditions to help people apply these
com petencies for their ow n benefit and for that of
others."
H R D process is facilitated by
m echanism s (instrum ent or sub-
system )like;

.Perform ance appraisal

.Training
.O rganisation D evelopm ent
.Feedback and Counselling
.Career D evelopm ent
.Job Rotation
.Rew ards
W hy H R D ?
People need com petencies
(know ledge,attitude,values and skill) to
perform ance oftask requires a higher level
or degree ofskill.w ithout continuous
developm ent ofcom petencies in people ,an
organization is not likely to achieve its goals.
H R D is needed by every
organization that is interested in;

.Stabilizing
.D iversifying
.G row th
.Renew ing itselfto becom e m ore eff
ective
.Im proving its system and services
.Change and becom ing m ore dynam ic
.Playing leadership roles
Characteristics of H R D
.H R D is a system : w e m ustconsider H RD as being up several
m utually dependentpartor subsystem ,such as procurem ent,
developm entand perform ance apprasial.chanage in any one
subsystem leads to change in other part.

.H R D is a planned process:H RD is a planned system of

developing people,itis a lifelong process.

.H R D develops com petencies at four levels:Atindividual

levelare m ade aw are oftheir roles and w hatis expected of
them ,so thatthey are able to im prove their skilland attitudes
accordingly.Atthe dyadic level,stronger em ployer-em ployee
relationships are developed m ore trust,m utuality and help.At
group,com m ittees or task groups are m ade m ore eff ective by
developing collaboration in their
inter-group relationship.Atorganisationallevel,developm entof
com petencies involves the developm entofself-renew ing m echanism s in
the organisations w hich enable itto adjustto change in its enviournm ent
and to be proactive.

.H R D is a continuous process: O rganisation can facilitate the

process ofdevelopm entby planning forit,by allocating organizational
resources forthe purpose ,and by creating an HRD philosophy thatvalue
hum an being and prom ote theirdevelopm ent.

.The ultim ate objective of H R D is to contribute to the

professionalw ellbeing,m otivation and pride of
em ployees:
D em and of H R D on em ployees

.cooperating w ith each other

.protecting an organisation againstdisaster

.contributing ides for organization im provem ent

.selfeducation

.creating a favourable enviournm entfor organization

Im portance for H R D
.H RD is needed to develop com petencies

.H RD is needed to m itigate som e ofthe evil

consequences ofindustrialization

.H RD is needed to bring aboutsystem -w ide change

.H RD is needed to develop a proper clim ate in the

organization
Follow ing areas seem s to be
fundam entals of H R D system

.M anpow er planning
.Recruitm ent and selection
.perform ance appraisal
.perform ance counselling
.potentialappraisaland developm ent
.feedback and perform ing coaching
.career planning and advancem ent
.Training and developm ent
.organization developm ent
.Em ployee w elfare and quality ofw orklife
.H um an resource inform ation