HRD: Conceptual
Frameworks
Human Resource Management
Overview
• Concept of HRD
• Evolution of the concept of HRD
• Objectives
• Characteristics
• HRD as a total system
• Functions of HRD
• HRD & Personnel Management
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Concept of HRD
Human Resource Development is a positive concept. It is based on the
belief that an investment in human beings is necessary and will
invariably bring in substantial benefits to the organization. It aims at
overall development of the human resource in order to contribute to
the well being of the individual, organization and the society at large.
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Concept of HRD
It is rooted in the belief that human beings have the potential to do
better. It places a premium on the dignity and tremendous latent
energy of people. Where balance sheets show people on the debit side,
HRD seeks to show them as assets on the credit side.
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HRD – A Humanistic Concept
• People can do better; they can do wonders.
• Involve them, trust them, empower them.
• Focus on their strengths & help them overcome their weaknesses.
• Integrate the needs & aspirations of individuals into the strategic goals
of the organization for better results.
• Encourage individual initiative.
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Evolution of the Concept of HRD
• The commodity concept – labour to be bought and sold, wages based
on demand and supply, no governmental protection to the labour
• The factor of production concept – like money, material, land etc.
Workers are like tools.
• The goodwill concept – welfare measures like safety, lunchroom, firstaid etc. introduced
• Paternalism – management assumes fatherly responsibilities &
protective attitude
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Evolution of the Concept of HRD
• Humanitarian concept – physical, social and psychological needs of the
workers are met
• The human resource concept – most valuable assets; conscious effort by
the organization for their needs and aspirations to be satisfied
• The emerging concept – employees must be accepted as partners
(decision-making, empowerment); must be provided opportunities for
growth & self-fulfillment
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Objectives of HRD
HRD aims at developing:
1. The capabilities of each employee as an individual
2. The capabilities of each individual in relation to his or her present
role
3. The capabilities of each employee in relation to his or her expected
future role(s)
4. The dyadic relationship between each employee and his employer
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continued…
5.
6.
7.
The team spirit and functioning in every unit
Collaboration among different units of the organization
The organization's overall health and self-renewing capabilities
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Characteristics of HRD
It is a process by which the employees of an organization are helped
to help themselves.
1. HRD is a system with several interdependent parts (procurement,
appraisal, development).
2. It is a planned, systematic and continuous process of development.
3. It involves development of competencies at 4 levels – individual,
interpersonal, group and organizational levels.
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Characteristics of HRD
4.
5.
HRD is an interdisciplinary concept, borrowing ideas, principles,
concepts and practices from psychology, anthropology, political
science, sociology, economics etc.
HRD improves quality of life by not only giving the employees
meaningful and challenging work but also by implementing various
employee welfare policies.
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HRD as a Total System
• Performance appraisal
• Potential appraisal
• Training & development
• Organization development
• Career planning
• Rewards
• Employee welfare & quality of work life
• Human resource information system
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Performance & Potential Appraisal
• Evaluating performance
• Performance targets are set.
• Actual performance is measured
objectively and accurately.
• Picture of current and past
performance through appropriate
methods
• Evaluating potential
• Latent talents are explored.
• Assessment of future roles that
can be assigned
• Picture of abilities to assume
challenging responsibilities
through appropriate methods
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T & D and OD
• Training is a learning experience
designed for permanent change
in individual that will improve his
abilities.
• Development is a future-oriented
training process focusing on the
personal growth of the employee.
• OD is a planned change effort on
an entire org or on a large
subsystem.
• Change agent is usually a third
party well versed in behavioral
sciences.
• The change agent studies the
psychological climate before
charting a course of action.
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Career Planning & Rewards
• A career is a sequence of
positions held by a person in the
course of a lifetime.
• CP does not guarantee success
but without it employees are
rarely able to encash various
opportunities that come their
way.
• Intrinsic rewards come from the
job itself such as feeling of pride
and achievement.
• Extrinsic rewards are pay,
promotions, increments and
benefits.
• Rewards should have external,
internal and individual parity.
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Thanks!
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