HRD 120223214957 Phpapp01 PDF

Human Resource
Development (HRD)
By: Prakash Dhakal, MBA in HRM - IBMS College - 2012
To figure out the development process of HRD from
its beginning in Global and Indian Context
To give the core concept, objectives and to figure
out the profession of HRD
Human Resource Development By: Prakash Dhakal MBA HRD @ IBMS - 2012
To make Discussion on HRD Challenges and Trends
Objectives of the Presentation
Definition: HRD
1
HRD in Global and Indian Context
2
3
HRD Practice in the Organizations
4
The Challenges of HRD
5
HRD A Profession
Outlines
Definition: HR Development
Nadler (1970), HRD as a series of organized
activities conducted within the specified period time,
and designed to produce behavioral change.
Common Activities within HRD are:
Training
Education &
Development
Revised Definition, Nadler (1984), HRD as organized
learning experience in a defined time period to
increase the possibility of job performance & Growth.
A recent review of the definition of HRD by Mclean
and Mclean (2001) provides many insight into the
field of Human Resource Development (HRD) >>

HRD may vary from one country to another and
national differences are crucial factor in determining
the way professionals works. Examples >>

In several countries, HRD is not distinguished from HR but is seen systematically as a part of HR.

Professionals, organizations and Academics seems to contribute to the definition of HRD.

US definition of HRD seems to have influenced the definition on many other countries.

HRD may vary from one country to another and national differences are crucial factor in
determining the way professionals works.

In several countries, HRD is not distinguished from
HR but is seen systematically as a part of HR.





Professionals, organizations and Academics seems
to contribute to the definition of HRD.





US definition of HRD seems to have influenced the
definition on many other countries.
Mclean and Mclean (2001), Revised Global
Definition of HRD (after reviewing various definitions
in the world)
HRD is any process or activity that, either initially or
over the longer term, has the potential to develop
adults work based knowledge, expertise, productivity,
and satisfaction, whether for personnel or group/team
gain, or for the benefit of an organization, community,
or ultimately the whole humanity.
HRD Research Concerns
360 Feedback
Action Learning
Career Development
Change and its Management
Education
Culture and Diversity
Diversity
Evaluation
Global HRD
Informal Learning
Knowledge Management
Leadership Development
Mentoring and Modeling
Needs Assessment
Organizational Commitment
Organizational Development
Performance Appraisals
Professional Development
Training Effectiveness
Transfer Learning
Work Values
Work Place Learning
Management Development
Learning Organizations
HRD in Global Context
As the concept of HRD is new, implementation of the concept of
HRD is rapidly increasing. HRD is more implemented and practiced
as developed countries rather then developing countries.

HRD Practice in USA and other countries:
HR is rather well developed field in US

From the early 70s for over decade, HRD has remained and enlarged
concept of Training and Development

In the early 70s, HRD is termed as ASTD .

HRD in todays Global context used to mean many process starting
from individual performance improvement programs to adult education.
It is difficult for the lay people and the public to
differentiate between HR Development Professionals and
HR Professionals as both carries the HRD Designation

In one case, it meant HR Development Managers and in
the other it meant Manager HR Department. In both
cases referred to as HRD Manager it becomes different
to differentiate.

Other Countries too have experienced this.
HRD in Indian Context
Prof. TV Rao, Major Contributor of HRD concept and
theories in Indian context.

The first dedicated department was started in India about 25
years ago at L&T.

The national HRD network was formed in the year 1985 and
sustained itself with good work since then.

An Academy of HRD was started in 1990

Only few institutions have strated masters degree in HRD programs
& Doctoral program is in place, and the body of knowledge in the
field is growing. Now HRD is Professionalized.

Professionalization of HRD
The increasing need of HRD increase the professionalization.
HRD is the need of todays organization to compete with
competitors or to cope with change.

It is not possible for anyone to perform HRD Roles.

HRD required specialized Training, Preparation and
Knowledge.
A Profession behavior is defined by high degree of specialized
knowledge, social responsibilities, self monitoring of ethical behaviors
through code of ethics and a system of intrinsic and extrinsic rewards.
(Barber, 1963)
Professional bodies in HRD
There are only few professional body dedicated to HRD and
formed it (who were from ASTD)
There are just 800 professionals as HRD members over
the world.

They organize annual HRD Research Conference and Paper
Presentation with the aim of theory building on HRD.
Many Universities in the US have implemented academic
programs for HRD to meet the increasing demand for employees
Skills and Expertise

The program is demand from the students of various background.
Professional Development of
HRD Professionals (In the US)
George Washington University offers a masters program in HRD with
various courses, like: - Human Resource Development -- Adult Learning
Program -- Organizational Learning -- Strategic Human Performance
Process -- Current Issues in HRD -- Assessment of Impact of HRD etc
Tracing the history, the personnel function derived from the
introduction of welfare and charitable activity,

The second development spring from employer's endeavors
to cope with the challenges of Trade Unionism.

Also the technological challenges is the major responsible
factor for the development of HRD Profession.
Factor Responsible for
Development of HRD Profession
Other FACTORS
The Rising Competition both at Home and Abroad
(virtually reduces the profit to the level of production costs)

The rise of Consumerism, Government Protection, also International
Competition Develop the necessity to Maintain the Quality & Price.

Organizational Changes and Maintaining Social Responsibility.

The Structural Changes in Employment
(more are oriented towards white colored job. Gradual decline of
unskilled jobs)
Factor Responsible for
Development of HRD Profession
HRD Separate Personnel Discipline
Kurl Lewins (1947), Studies of behavior of small groups and
setting up the national training laboratories is the first
beginning of HRD Profession
There are just 800 professionals as HRD members over
the world.

They organize annual HRD Research Conference and Paper
Presentation with the aim of theory building on HRD.
HRD Practice in China
A planned, organized education and learning process provided
by the organizations to improve employees knowledge and skills
and as well as change their job attitudes and behavior
In china, there is no difference between HR, HRD and Personnel.

HRD Practice in France
HRD Practice in Japan
HRD Practice in Korea
HRD Practice in Singapore
HRD Practice in different Nations
HRD Challenges
Prakash Dhakal, MBA - Human Resource Management Dec 2011
<< Back
Competitive Development
Satisfaction to the Human Requirements of organization
development
Training, and Internal Career Paths

HRD Challenges
<< Back
HRD Practice in Germany
There is no field defined as Human Resource Development (HRD).
Personnel specialists in management do some research in this
area also

HRD Challenges
<< Back
The Term of HRD is defined by three terms.
1) Noryuku Kathatu (Development of Individual Abilities)
2) Jinji Keisei (formulation level of mastery over human resource
through the work system and trainings)
3) Jinjai Ikusai (fostering of development of human resources
through the management of human resources process)
Individual development, Career
development and Organization
development are three major
components of HRD in Japan.
HRD Challenges
<< Back
Most Korean Staffs treat it is an equivalent to training and
development. OD, T&D, CD are sometimes included.

HRD Challenges
<< Back
Major Public agencies describe HRD as a set of activities related to
knowledge and skill development through organization and
community development, education, trainings and re-trainings in a life
long learning process to improve productivity at the personnel,
organizational and community level
HRD Challenges
<< Back
HRD CHALLENGES (in 21
st
Century)
Employee Retention (Money only is not enough for motivation)
To Attract Talents and Staff Motivations
Diversity Management
Measuring HRD impact and Utility and
Responding to the multiple Stakeholders
Human Resource Outsourcing
Maintaining Quality of Work Life etc.
Lack of Ethical Standard of HRD

HRD TRENDS

HRD Challenges & Trends
Globalization: Rapid
Innovation and Change in
Technology, Quality
Maintenance and
assurance, Low Cost
Employees
<< Back
HRD CHALLENGES (in 21
st
Century)

HRD TRENDS
What are the Trends of HRD ? - Discussion
HRD Challenges & Trends
<< Back
References:

D. K. Bhattacharya (2008), Bharathiar University Human Resource Development and Planning.
TV. Rao, (2009), Future of HRD, Macmillan Publication, Chennai, 600041.

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