2. INTRODUCTION TO HRD
• CONCEPT OF HRD-
HRD is a process of increasing the knowledge, the skills and the
capacities of all the employees in an organization. HRD aims at helping people
to sharpen their capabilities and acquire competences .
3. Objectives of HRD
• To improve the productivity and performance of employees.
• To enhance the skills, knowledge, and abilities of employees to meet the changing demands of the organization
• To provide opportunities for career development and growth for employees.
• To create a positive work environment that fosters continuous learning and development
• To align the goals of employees with the objectives of the organization.
Process of HRD
1. Need Analysis-
The first stage in the HRD process is need analysis or needs assessment and it can be known as the “why” of
HRD. They include assessing the needs of the organization , individual employees skills , knowledge and attitudes and
their functional responsibilities as well as departments needs.
4. 2. Plan and Design –
This stage can be known as the “how” of HRD. The process of planning and design involves setting objectives
, selecting the trainer, scheduling the programme.
3. Delivery and implementation-
After an HRD programme has been designed , it is now ready for implementation.
4. Evaluation-
HRD programme evaluation is the final phase in the HRD process. This is where the effectiveness of the
HRD intervention is measured .
FUNCTIONS OF HRD
1. Assessment of Training Needs: This involves identifying the skills and knowledge gaps of employees and
designing training programs to address them.
2. Design and Delivery of Training Programs: This involves developing and delivering training programs that
meet the needs of employees and the organization.
3. Evaluation of Training Programs: This involves measuring the effectiveness of training programs in terms of
improving the skills, knowledge, and abilities of employees.
5. 4. Career Planning and Development: This involves providing employees with opportunities for career growth and
development.
5. Performance Management: This involves setting performance goals, providing regular feedback, and conducting
performance appraisals.
6. Goals of HRD
• Individual goals__
• Skill Development: HRD helps individuals acquire and enhance skills,
knowledge, and competencies relevant to their current and future roles.
• Career Advancement: It supports career growth by providing opportunities
for learning, development, and advancement within the organization.
• Personal Growth: HRD fosters personal development, boosting self-
confidence and motivation among employees.
7. • Performance Improvement: It aims to enhance individual performance
and productivity through training and development activities.
• Job Satisfaction: By investing in employees’ growth, HRD contributes to
higher job satisfaction and lower turnover rates.
• Organizational goals__
• Talent Development: HRD ensures that the organization has a skilled and
capable workforce to meet its present and future needs.
• Employee Engagement: It fosters a culture of engagement and
commitment among employees, leading to higher morale and retention rates.
8. • Overall Performance Improvement: HRD contributes to improved
organizational performance by aligning employee skills with strategic
objectives.
• Innovation: HRD encourages a learning culture that stimulates innovation
and creativity within the organization.
• Change in Market
• Change in customer attitude, demand , experience
• Upgration in technology
