HRD is a deliberately adopted systematic set of measures to develop the existing manpower in a particular organization. HRD is a newly adopted and a very popular approach in the modern industrial world. It is a continuous learning process and not merely a set of mechanism or techniques. The techniques such as organization development, training and development, performance appraisal, career advancement, etc. are used to initiate, facilitate and promote HRD process in a continuous way.
The HRD department envisages a major role in the development of employees but the co-operation of other parts of an organization is necessary in such as effort. Prof. Udai Pareek and T. V. Rao1 have very rightly identified four basic agents or partners of development as under:
- (i) The employee or individual (the self).
- (ii) The immediate boss of the employee.
- (iii) The HRD Department and
- (iv) The organization.
HRD function is an administrative function. Previously, it was treated as a staff function but now HRD manager is a line manager and has an important place in the organizational framework of an institution as displayed in Chart2 -I.1.
The HRD encompasses the approaches of organizational development and management development, eventually leading to organizational effectiveness, for there is a positive relationship between HRD and organizational effectiveness. The constraints of HRD such as environment, technology, competition, resources, past practices, history, nature of business, management, policies, etc. being the same, an organization that has better HRD philosophy, climate, sub-system and better people is likely to be more effective than an organization that does not have more competent people, job satisfaction, better development roles, team work, high productivity and profitability, better images, low cost, less labour turnover and absenteeism, minimum over time and good industrial relations in the organization.
HRD, therefore, has become very crucial factor in attaining the organizational efficiency. It may include all those efforts which are directed towards achieving the following:
(1) To enhance the general understanding of the existing human resource; i.e. increasing their knowledge, capacity and skills.
(2) To impart better behavioural skills and technical skills to take up jobs of technical nature more efficiently.
(3) To ensure personal development of the manpower and at the same time to increase their productivity and efficiency on the one hand and to reduce the cost of operations on the other.
(4) To maximize the utilization of human resources for the achievement of individual and organizational goals.
(5) To ensure organizational growth by ensuring personal development of the manpower.
(6) To provide employees equal opportunities for their development so that they can exploit these opportunities and benefits from these opportunities for development.
(7) To create or develop such organization culture where there are cordial relations between superiors and subordinates and people work in strong teams or groups.
(8) To provide an opportunity and comprehensive framework for the development of human resources in an organization for full expression of their talent and manifest potentials.
(9) To locate, ensure, recognize and develop the enabling capabilities of the employees in the organization in relation to their present and potential roles.
(10) To develop the sense of team spirit, team work and inter team collaborations.
(11) To develop the constructive mind and an overall personality of the employees.
(12) To humanize the work in the organization.
(13) To develop dynamic human relationships.
(14) To develop the organizational health, culture and effectiveness.
(15) To generate systematic information about human resources.
For citing this article use:
- Hafeez, A. (2016). Human resource development interventions in Insurance sector.
- Udai Pareek & T.V. Rao “Designing and Managing Human Resource Systems”, Third Edition 2007, Published by Oxford & IBH Publishing Co. Pvt. Ltd.