In simple terms, HRD is concerned with the development of the human resource function in an organization. The term Human Resource development involves mainly two terms – Human resource – which consists of the total knowledge, creative abilities, skills, talents and aptitudes of an organization's work force, as well as the values, benefits, and benefits of an individual involved in the organization.
Development on the other hand involves enhancement of the skills and abilities of the employee in the present job as well as making him capable of doing so in the future assignments too.
Importance of HRD
The core essence of HRD is to bring out the best in employees. It refers to making the people capable of bringing out all the capabilities inside them for a particular job they hold there by developing the organization as whole. This will be possible only when the employees have to develop their capabilities in side them for the higher productivity or performance. This will only be possible when they have high skills, knowledge, and a positive attitude towards the work as well a good working environment also.
HRD aims at maximizing the potentialities of the general work force as a whole. This involves integration of the individual work goals with that of the company goals and improving the individual performances. In order to achieve the goal of optimization of resources the organization should give in positive work environment as well as working opportunities.
Evolution of HRD
The evolution of HRD was when L& T had started a separate HRD department .Later the National HRD network institute was created by eminent academics, professionals and CEOs of the country for providing a forum for sharing experiences and learning from each other by introducing the concept of networking. One major factor for the growth of human resource development has been found as knowledge dissemination.
Major HRD mechanisms or tools
- Performance Appraisal – It is used to as a mechanism to understand the difficulties /weaknesses of the subordinates and help/encourage them remove all these and realize these. Other objective is to to identify their strength’s and weaknesses of the subordinates too and to provide a positive environment and help them to understand their positive attitudes.
- Career Planning – In HRD, corporate strategies and business expansion plans should not be kept secret. Long term plans of the organization should be made transparent employees .Most individuals want to know their career growth and other possibilities. Hence the managers should transform the organization plans to the employees, thus making way for the employees to plan their growth possibilities accordingly.
- Training – The training is directly linked with the career growth and appraisal of the employees as such. Employees are given on the job training as well as off the job training.
- Potential Appraisal and Development – The capabilities should be developed within the employees to grow /perform new roles & responsibilities by themselves continuously. A dynamic and growing organization needs to continually review its structure and systems, creating new roles and assigning new responsibilities.
- Rewards – Rewarding employees is a significant part of HRD. By this the organization helps in motivating & recognizing the employee talents as such. It also helps in communicating the values of the organization also.
- Employee Welfare - HRD systems focus on employee welfare and quality of work life by continually examining employee needs and meeting them to the extent possible.
- Organization Development – A continuous effort is maintained to maintain the development of the organization as whole .This may be mainly through research methods and all, where in possible development in specific areas may be reviewed and corrective action may be taken.
- Feedback and Performance Coaching – This is the responsibility of the supervisors to continuously monitor the employee performance and review and provide necessary suggestions to improve them.
Thus, HRD is a major function of human resource management (HRM). The HRD area consists of three primary functions—training and development, organizational development, and career development. It is critical that the HRD function recognize its value to the organization in relation to the strategic planning process and the opportunity to provide a true competitive advantage to the organization through its sustained and continuous development of its most important asset—its people.