What is Human Resource Development?
HRD is primarily concerned with the development of people’s skills, knowledge, and competencies. This is a people-oriented concept. Many individuals have defined the term based on their approach. HRD is of recent origin and is still in the conceptualizing stage. It is a definition of the term, implying that it is or was new. HRD is not the same as training and development.
Leonard Nadler formally introduced the concept of human resource development. Introduced in 1969 at a conference organized by the American Society for Training and Development.
Need for Human Resource Development
Human Resource development is required in an organization for the following reasons:
Cope up With the Changes in an Organization
It is a new approach taken by management. It is to address the drastic changes occurring in the business environment. Traditional approaches are, without a doubt, relevant. But major changes and dealing with the current situation are not possible.
Also, performance in various areas has all been altered as a result of this. It is only through an HRD approach that this is possible. It gradually improves the entire organization.
Attaining Objectives
People need competencies to perform tasks. A higher degree and quality of task performance necessitates a higher level of skill. People’s competencies must be continuously developed for an organization to achieve its goals. Employees who are competent and motivated are critical for an organization. These are essential for a company’s survival, growth, and excellence.
Every organization especially the best FMCG Placement Agency requires competent employees to perform various tasks effectively. Also, to ensure the success of its business operations. A for-profit organization is interested in growing, stabilizing, excelling, and surviving. It does it by improving its performance. For example: in cost reduction, process time reduction, improved product, and people behavior.
Maintaining a Level of Growth
Over time, an organization may reach a saturation point of growth. Even to maintain such a saturation level of growth, employee competencies must be sharpened or developed. Organizations operate in ever-changing environments that necessitate the acquisition of new competencies.
For career development planning, they know what their future career path will be. The HR department also guarantees this. Furthermore, with the assistance of other HRD mechanisms. Enhancing counselling, guiding, monitoring, and so on is essential. The quality of work-life is improved, which was not possible under the old factory system of operation.
Improve Effectiveness
Any organization or there exists the Best Staffing Agency in Delhi-NCR which is interested in improving its services and their effectiveness. To improve cost reduction and increase customer satisfaction it is important. Also to improve quality and promptness of services. This will make an effective brand image. So employees must perform the tasks required to bring about such improvements.
HRD provides systematic adequate facilities and support to employees. It helps them to learn and develop their skills and the organization as a whole. HRD promotes the development of skills, knowledge, and attitudes. Also, career planning, self-esteem, and opportunities for self-growth.
Enhance Workplace Environment
There are many symptoms of an unfavourable organizational atmosphere. For example, fear, misunderstanding, non-cooperation, threat, and jealousy. There, top executives are more authoritative and do not place a high value on human beings. They are unaware of the problems that people face at work. These are completely ignored. In this work environment, a sense of belonging, attachment, and initiative are frequently lacking.
This is incompatible with today’s rapidly changing working environment. To address the current situation the need for an HRD approach is strongly felt. This is to create a new and better climate in the organization. The significance of human beings at work, human values, human problems, and human relations are acknowledged here. It replaces old values with new ones. People become more open, self-sufficient, and cooperative.
Factors Affecting HRD of an Organization
Changed Organizational Structure
Human resource development has been necessitated by new organizational forms. Human resources development and human resources planning (HRD and HRP) strategies are necessary. They must be correctly and appropriately adapted. These business strategies are important. So that the entire organization can take the shape of a viable global organization.
New ideas about what work is and how to redistribute tasks have to be framed. Also how to redefine roles, authority relationships, and power sources must be identified. Based on the new models that are emerging globally. Human resource recruitment, selection, development, rotation, and management must assist. In a global organization with a new form and perspective. HRD regards the factor of organizational form as one of the most important aspects.
Convivial Environment
The pleasant environment is another factor that influences HRD. HRD should create a pleasant and healthy work environment. To motivate employees to work for the organization’s growth as well as their own. HRD should create good and favourable working conditions. So that employees can put in their best efforts. Also could fully cooperate with management, and work with integrity.
Evolution of Manpower
New technical and technological changes are taking place in the business world today. Making it more dynamic and complex. Also necessitates an increasing number of competent human resources to handle the situation.
HRD bears the responsibility of developing competent human resources. To deal with such changing and challenging situations efficiently and successfully. As a result, HRD must design manpower training and development programs.
Latest Company’s Customs
It is one of the major factors influencing human resource development. It is the creation of a new organizational culture. The globalization of business has precipitated a revolutionary shift. It has necessitated a high demand for strong operational managers. That necessitated greater reinforcement in the human resource system. Human resource development has become an absolute necessity to deal with the challenges of the future.
Recruitment Process
HRD is in charge of the organization’s employee recruitment and selection processes. As a result, it should make careful and wise employee selection. Then train them according to the needs of their jobs. To ensure that the right man is placed in the right job.
Promotion and Incentives
It is also the HRD’s responsibility to conduct periodic evaluations of employees’ work performance. Employees must be monitored continuously. To maintain the quality of their work and meet the predetermined targets. A periodic evaluation of work performance should be done. It will allow the company to identify weak points and correct them as soon as possible. Regular evaluations of work performance are essential. The quality of work and work efficiency cannot be improved. Also, the quality of performance cannot be maintained.
Human Resource Management
Human resource management is the practice of identifying, allocating and coordinating an organization’s human capital needs. It entails hiring, compensating, training, developing, and retaining employees in an organization. Human resource management encompasses a wide range of activities. It includes recruitment, classification, compensation, benefits, and performance management.
The organizational objectives are best achieved by acquiring human resources. Developing their skills, motivating them for high performance. Ensuring that they maintain their commitment and loyalty to high performance. HRM has a wide range of applications. It encompasses all aspects of an employee’s working life.
Scope of Human Resource Management
Job Analysis
Job analysis is an important aspect of human resource management. It serves as the foundation for staff recruitment, training, and development. Every job is examined to determine the job’s inherent requirement – “what the job requires of a worker.” Job analysis provides a detailed picture of the nature of the job. The skills and abilities, the responsibilities required for the job are also specified.
It clarifies job specifications and job responsibilities. It aids in the process of recruiting and selecting the best candidate for the job. Also, training and development programs are conducted for employees. This is to match their skills and abilities with the job requirements.
Assessment of the Job
It serves as the foundation for determining wages and salaries. Different jobs are compared and evaluated. The job descriptions are compared, graded, and ranked. Job evaluation determines how much pay should be assigned to a specific job based on its importance in the operation of the organization. This aids in determining a fair wage and salary.
The Recruiting and Enlisting Process
Based on human resource planning and job analysis. The company identifies personnel requirements. The company investigates various sources from which manpower can be obtained. This is referred to as recruitment. The right person is chosen and assigned a job.
There are many processes of this. For example receiving applications, tests, interviews, a medical examination, and final selection. Employee satisfaction is increased by proper selection and placement. It increases productivity and efficiency and benefits the organization.
Performance Evaluation
It is a method of systematically assessing employee performance. This is to determine the efficiency, strength, and weaknesses of the employees. It is a controlling process. In this employees’ performance is compared to the standard level of performance. Then corrective measures are implemented if actual performance does not meet the standard. It also assists management in determining the training and development needs. Of those employees who require skill enhancement and development.
Employee Remuneration and Recognition
Human resource management is in charge of determining the pay structure for different employees. It is based on qualifications, efficiency, experience, and the nature of the job. It also decides on the rewards and incentives that will be given. Based on contributions to the organization of the employee.
Employee motivation is critical for employee retention and sustenance. Their work is recognizing and rewarding performance, promotion, and pay raises. Also, other monetary and non-monetary incentives motivate employees.
Career Prospects in Human Resource Management
HR Manager
Human resources managers coordinate, plan, and supervise the various functions. To ensure that an organization complies with employment laws and offers competitive compensation. Also, works on benefits programs to develop employees and manage employee relationships. Human resource managers have extensive industry experience. They are well-versed in best practices and applications.
HR Assistant
One of the entry-level positions in human resources administration is that of a human resources assistant. This position’s responsibilities may include processing personnel and performing position actions. This al in the human resources management system. Personnel actions are used to track personnel changes. For example hires promotions, salary adjustments, and terminations. Changes to positions, such as rec, are documented in position actions.
Human resources assistants may also be in charge of keeping employee records. It includes filing all required documents. Keeping records according to applicable retention schedules. Human resources assistants learn about salary administration. Also about payroll and benefits administration.
Manager of Training and Development
These HR professionals’ work entails assisting employees through interventions. These activities range from organizing new employee orientation sessions to facilitating in-person workshops.
These managers conduct it for existing employees for personal and professional development courses.
HR Consultant
Human resource consultants are skilled at analyzing a company’s human resource situation. Also developing policies, employment structures, benefits packages, and performance incentives. Other varieties of other issues come under this. These experts typically work on a contract basis, assisting HR managers with specific tasks. They investigate current employment. They make recommendations to bring about the desired changes and maximize profits.
Employee Relations Manager
Employee relations managers are in charge of resolving conflicts. Mainly among employees within an organization. They work on addressing employee grievances and mediating employee conflicts. Also in conducting exit interviews, and assisting managers in building employee relationships. These are all part of ensuring compliance with applicable laws and regulations about workplace behaviour.
Payroll Specialist
Payroll specialists are in charge of all aspects of payroll. They manage employee deductions and process payroll. Following the organization’s payroll schedule and salary administration policies. Payroll specialists must have a thorough understanding of the payroll process. Including income tax administration, benefit deductions, allotments, other deductions, and payment processing.
International Associate
This HR position entails global responsibilities. International HR associates handle generalist tasks like posting jobs, and screening applicants. Also in reviewing compensation and benefits packages, and so on. It is based on the employment markets around the world. As a result, their role entails fine-tuning.
Human resource management (HRM) is the function of overseeing these core functions. For example, hiring, developing and utilizing human resources. It would shape future human resource management policies and practices. That would contribute proportionately to organizational, individual, and social goals. Thus, HRM encompasses a wide range of functions and scope.