hrd

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.





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.

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



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



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 today’s 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 today’s 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

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Competitive Development

Satisfaction to the Human Requirements of organization

development

Training, and Internal Career Paths …




HRD Practice in different Nations


HRD Challenges

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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

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HRD Practice in Japan 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

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Most Korean Staffs treat it is an equivalent to training and

development. OD, T&D, CD are sometimes included.




HRD Challenges

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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

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HRD CHALLENGES (in 21st 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 …

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HRD CHALLENGES (in 21st Century)

HRD TRENDS

What are the Trends of HRD ? - Discussion



HRD Challenges & Trends

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References:

D. K. Bhattacharya (2008), Bharathiar University – Human Resource Development and Planning.

TV. Rao, (2009), Future of HRD, Macmillan Publication, Chennai, 600041.

hrd

Recruiting & HR

human resource

national differences

2012factor

crucial factor

early 70s

theory building

paper presentation

professionals