HUMAN RESOURCE DEVELOPMENT: THE NEED OF THE HOUR

Seminar on

A powerful human resource development (HRD) system is the most valuable asset of organizations of this century, where an enterprise’s productivity is closely linked with its human resource managerial and developmental systems.

HRD is mainly concerned with developing the skills, knowledge and competencies of people and it is people-oriented concept.

HRD is a set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands

The goal of HRD is to improve the performance of the organization by maximizing the efficiency and performance of the people. The aim of the study is to focus on the need of development of human resources in the present scenario.

Intruduction

 OBJECTIVES To stress the importance of Human Resource Development in a

globalised era To highlight the relationship between performance appraisal and

Human Resource Development. To emphasize the Human Resource Development Functions. To specify the problems of HRD in India To focus the challenges ahead in the Human resource

identification and developing skills. METHODOLOGY The present paper is purely analytical in nature. The discussion in

this paper is based on secondary data available from different published and un-published source. Some information which is relevant is also obtained from visit in websites

It is no surprise that HRD has become a real issue for numerous business organizations because it offers of high-tech management principle which can bring more profit.

It is aimed to help organizations to become competitive through possessing workforce qualified in different up-to-date directions

HRD is needed by any organization that wants to be dynamic and growth oriented or to successes in a fast changing environment

Organization can become dynamic and grow only through the efforts and competencies of their human resources

HRD can be ‘a platform for organizational transformation, a mechanism for continuous organizational and individual renewal and a vehicle for global knowledge transfer

IMPORTANCE OF HRD

1.PERFORMANCE APPRAISAL AND HRDThe process of performance appraisal helps the employees and the

management to know the level of employee's performance compared to the standard/pre-determined level.

Performance appraisal is essential to understand and improve the employee's performance through HRD.

Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.

It helps to rate the performance of the employees and evaluate their contribution towards the organizational goals.

If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and give direction to the individual’s performance.

Tools and techniques

Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work.

Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. Training can be offered as skill development for individuals and groups.

2.TRAINING AND DEVELOPMENT

Every business and work process eventually requires that people make decisions to do the right thing. For employees to act appropriately there must be employee motivation that is a natural growth from employee development and employee empowerment. Usually an active employee empowerment training development is required to develop employee empowerment.

3.EMPLOYEE MOTIVATION AND EMPOWERMENT

Various needs of human beings serve as driving forces for their behavior. In the context of these needs, an organization tries to govern the behavior of its employees to satisfy their needs. The objects which are perceived to satisfy the needs are broadly called as incentives. It is adopted for raising the motivational level in the employees.The factors must be kept in consideration when going to determine some compensation plans the factors can be output, the relationship between output and effort, the degree of standardization, requirement of quality over quantity and competitive conditions.

4.INCENTIVES AND BENEFITS

The common challenges faced by HRD professionals are

Culture or attitudeTechnology or skillsValues of behaviorKnowledge or informationLife style or habitsKnowledge of new practicesEnvironment

CHALLENGES AHEAD IN HRD

Human resource development is the developing the potential to lead in fundamentally changing the nature of organization, management and work. HRD creates employees with a sufficient qualification to satisfy the company’s requirements and works in three basic directions of the personnel development,professional skills, human skills and motivation. HRD is a relatively young field, and there are significant challenges to its future. Failing to acknowledge these challenges will increasingly marginalize HRD within organizations. The tasks seen as central to the HRD profession will be taken on by others who work in professions more focused on delivering and measuring outcomes, thinking and working systemically, with a sounder theoretical base, with clear standards and ethical codes, with stronger professional bodies and competent practitioners. Such a development converts each employee an integral part of the company’s mechanism. It works with the notion that strong employees bring advantages and weak ones bring consequences, so one of the tasks of HRD is to provide strong personnel representatives and improve the company’s results in its sphere of activity.

CONCLUSION