1. #1
    GovernmentJobsExpert is offline Senior Member
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    Role of Human resource Development in Public sector

    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.

  2. #2
    jitendra1117 is offline Senior Member
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    Re: Role of Human resource Development in Public sector

    hi friend
    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.

  3. #3
    maddusajj is offline Junior Member
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    Re: Role of Human resource Development in Public sector

    The role of the human resource development department has become even more important in countries like ours and specially in the government organization because of the ineffeciancy of our government employees and the lazyness of these people ,the main reason for the indian government being so ineefective and having such an low productivity is the human resource of our government,so the importance of the human resource deoartment becomes even moe because of this very reason ,
    Generally in the private sector companies the human resource is an very importance department and they look after all the growth,performance and other various important aspects of the employees of the company but even though it exists in the public sector but the functioning is not at the same level ,its very important that the human resource department in the public sector takes following few steps for the better working of our government employees :
    1.generally its seen that the promotion in an government department is very slow some times a employees does not get promoted for even more than ten years and he stays in the same post that makes the employee disheartened and his working effeciency decreases drastically ,so the human resource department may see to it that this does not happen ,may be they should create some extra posts and divide the work of one post between two or three posts that gives ample opportunity for an employee of getting an promotion every three or four years and the promotion should be performance best and not on the basis of the any reservation or seniority that will make the employees work hard and effeciently for there promotion .
    2.The human resource department should also start conducting training for the government employees of all the post and cadre regularly so that they are also equipped with all the modern techniques and the ways ,they should know how to deal with the common man because that aspect of our government employees is really bad and brings an bad image to government
    3.Also the government employees should be taken for regular rejuvinating tours and trios because this will keep them happy and also make them more effeicient
    4.The most important of all before giving the performance incentive to the government employee the most important factor that should be considered is the public response on his performance ,this can be found out by having an feed back form from each person visisting the particular office and these feed back forms should be given due respect an dreally considered as the most important factor giving incentives because the government employees are there for the service of the people and if the people are not happy with him then there is no point of him doing the job and hence and no incentives

  4. #4
    flower is offline Senior Member
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    Re: Role of Human resource Development in Public sector

    Human resource Development in Public sector

    Issues

    *Inadequate training and inappropriate selection of government employees

    *Poor working environment for health workers

    *Poor moral and lack of involvement of workers in the management decision making process

    *Irrelevant job description of employees

    *Employees turnover

    *Inadequate evaluation of the skills and level of performance of workers

    *Poor work ethic amongst public sector employees

  5. #5
    Unregistered Guest

    Re: Role of Human resource Development in Public sector

    hrd practices in transportation public sector for organisational excellence

  6. #6
    indrasensingh01 is offline Senior Member
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    Re: Role of Human resource Development in Public sector

    All over the world, countries are attempting to develop their health and social policies and practices to address the global challenge of increasing demand and pressurized supply, created by ageing populations, emerging technologies and finite resources (financial and human).

    The function of human resources management is to provide the employees with the capability to manage: healthcare, record keeping, promotion and advancement, benefits, compensation, etc. The function, in terms of the employers benefit, is to create a management system to achieve long term goals and plans. The management allows companies to study, target, and execute long term employment goals. For any company to have an efficient ability to grow and advance human resource management is a key.
    Human resources are designed to manage the following:
    Employee Benefits
    Employee health care
    Compensation
    Annual, sick, and personal leave
    Sick banks
    Discipline
    Records (tax information, personnel files, etc.)
    Recruitment and employee retention strategies
    The other role of HR:
    Examines the relationships and problems that exist between the theory and practice of human resource development in the public sector. Aims at enhancing the capability of human resource management systems to adapt and respond proactively to a constantly changing environment in the 1990s and beyond. Identifies and analyses the evolution and development of human resource management systems in the Barbados public sector with special reference to the role of the personnel agencies, systemic as well as sectoral problems, policy/political constraints and the relationships between management capability and national development.

    Equal Employment Opportunity is continually in the spotlight of human resource (HR) management even after over 40 years of progress. The number of EEO complaints and lawsuits remains significant, indicating that ongoing progress is needed to decrease employment discrimination. EEO issues in HR Management are so prevalent that it has become one of the biggest concerns for HR professionals.
    While HR professionals agree that equal employment opportunities are a legitimate focus, there is considerable controversy over best way to achieve equality. One way is to use the "blind to differences" approach, which argues that differences among people should be ignored and everyone should be treated equally. The second common approach is affirmative action, through which employers are urged to employ people based on their race, age, gender, or national origin. The idea is to make up for historical discrimination by giving groups who have been affected enhanced opportunities for employment."The former approach emphasizes equal treatment regardless of individual differences; the latter emphasizes fairness based on individual circumstances.

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