HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. .: MEANING It is the process of increasing the capabilities of HR through development. It is a process of adding values to individuals, teams, organization as human system. Definition According to American Society for Training and Development ( ASTD ), ” HRD is the integrated use of :- training and development, organizational development, and career development to improve individual, group and organizational effectiveness. ” EVOLUTION OF HRD: :
The concept of HRD is comparatively of recent origin and has gained prominence and focus of attention in management in recent year. The concept of the behavioural scientists provided the impetus for the organisational development movement of the 60s and 70s . HRD is a series of organised activities conducted with in a specified time designed to produce behavioural change. It is rooted in the belief that human resources or people have the potential to do better. .: Prof. Leonard Nadler formally introduced the concept of HRD in 1969 in a conference organised by the American society for training and development
Among the Indian experts T. V. Rao worked extensively on HRD and attempted to define HRD comprehensively. He viewed HRD process, the employees of an organisational point of view and suggested that in HRD process, the employees of an organisation are motivated to acquired and develop various skills and capabilities, knowledge, etc. In order to contribute positively to the organisational group, individual and social goals. .: Larson and turbo was the first private sector company to introduce the concept of HRD in 1975 on the recommendations by two consultants’ udai pareek and T.V Rao from Indian institute of management. While BHEL- a company in public sector introduced the concept of HRD in 1980. Now it is found that many companies, organizations are giving due importance to the human resources development. Even leading business schools, universities, management institutions like IIM, Bajaj institute of management are organising management courses suitable to the needs of industries. .: CONCEPTS LEADING TO EVOLUATION OF HRD: 1) The factor of production concept. The paternalistic concept. The humanitarian concept. The behavioural HR concept. The emerging concept. (Requiring urgent action).Psychological concept. Sub systems of HRD: Sub systems of HRD Performance Appraisal Potential Appraisal Career Planning and Development Counseling Feedback Training and Development Organizational Development Rewards Employees Welfare Quality of Work Life OD AND HRD: OD AND HRD Human Resources Development is the improvement of skills, knowledge, and indirectly, the value of the employee in the organization. It is the responsibility of managers, and Human Resources Department. Organization Development is a description of change needed in the organization if it is to reach its future goals.
Sometimes, organizations then try to accelerate this change by creating OD plans which involves managers from all departments. Sometimes, they create a new department called OD. This helps to accelerate the change by moving resources and management to a special task. US organizations started this term, and they like to create OD department and specialists. Of course, this type of change affects people, so HR development specialist are often involved in OD. However, it is a mistake to describe HRD and OD as the same thing. .:
Human Resources Development is not a defined object, but a series of organized processes, “with a specific learning objective”. Specific interventions, areas of expertise and practice that fall within this definition of HRD are recognized as performance improvement, organizational learning, career management and leadership development. Human Resources Development as a structure allows for individual development, potentially satisfying the organization’s goals. The development of the individual will benefit both the individual and the organization. “Organizational Development.
If we were to break it into its parts we can discover one meaning: “Organization” has come to mean the coming together of people and resources to form a unit. “Development” in its simplest form suggests change and growth. So OD could be defined as “the practice of changing people and organizations for positive growth. ” .: Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases.
In practice, Organizational Development can take on many forms, and typical OD activities can include some of the following: Team building, Career Development, Training, Innovation, Leadership Development, Talent Management, Change Management, e- learning etc… .: HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. OD is overall development HRD in IT sector & NGO’s: HRD in IT sector ; NGO’s Human resource development techniques : Human resource development techniques HRD in IT sector : HRD in IT sector Introduction :
Introduction Information technology (IT) is transforming the world. A major shift in the way we live, learn and work has already begun with the arrival of the information society: students use computers at home and school to do homework; governments supply information and services on line; and businesses and consumers make transactions through the Internet. This phenomenon is evident not just in the advanced countries such as the United States of America but is rapidly spreading across the globe. As of June 2000, the worldwide on-line population is estimated to be almost 333 million (New Research 2000).
The construction of the information society, however, cannot be done without active governmental involvement in the creation of an information infrastructure and the reformation of the education system. In particular, human resources development (HRD) is seen throughout the world as crucial to the development of information-based economies and the achievement of global competitiveness. The current worldwide shortage of skilled IT workers only adds to the seriousness of HRD, especially in countries such as the United States of America and Germany where there is global competition to attract such workers.
Continued… : Continued… This poses a serious challenge for developing countries that want to keep pace with the forerunners without lagging too far behind in the race towards the knowledge-based economy. This is particularly so for many developing countries in the Asia-Pacific region, where the information society remains a distant vision. For example, as of spring 2000, the Internet penetration rate for developing countries in Asia is estimated to be 10 per cent, whereas for North America it is 41 per cent, according to a study by Roper Research.
Therefore, based on these observations, this report attempts to create a policy maker’s guide for forecasting and planning human resources for information technology. To do so, in the next section, the modern methods of workforce forecasting are reviewed and the most appropriate methods for HRD planning for IT are analysed. Propositions are then made on how to formulate policies based on the predicted results. Section D is a review of the experiences of Republic of Korea as a benchmark study. Lastly, in section E, conclusions are made with recommendations for policy-makers. Continue… : Continue…
Unlike Japan, where the declining birthrate is a major problem, in India, young people under the age of 25, who will play a key role in the next generation, account for 50% of the country’s total population of 1. 1 billion. In addition to an abundant workforce, India’s competitive superiority can also be attributed to the fact that it is the world’s largest democratic country, its people have a high level of English proficiency, and labor wages are relatively low. However, the most important factor may be India’s social system, which continuously produces human resources with high potential.