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H U M A N R E S O U R C E S D E V E L O P M E N T
Content
 Introduction.
 Meaning of HRD.
 Importance of HRD.
 Objective of HRD.
 Need of HRD.
 HRD sub-system.
 HRD role.
 Features of HRD.
 Conclusion.
THOSE LEARNING EXPERIENCE WHICH ARE
ORGANIZED FOR A SPECIFIC TIME & DESIGNED
TO BRING ABOUT THE POSSIBILITY OF
BEHAVIORAL OF CHANGE.
LEONARD NADLER
Human resources development
Meaning
HRD means building three Cs-
Capabilities: Knowledge & skills.
Commitment : Desertedness
Culture: The way of life.
Importance of HRD
 The theories of change .
 The emphasis is on learning.
 Developing skills, knowledge.
 Ready to future organizational requirements.
 Strong organizational health.
Objective of HRD
 To prepare employee for future.
 To develop creativity.
 To develop the potentialities.
 To provide comprehensive framework.
 To create a climate.
Need for HRD
 Change in economic policies.
 Changing job requirements.
 Multi-skilled HR.
 Transformation process.
 Technological advances.
 Organizational complexity.
 Human relation.
HRD sub-system
 Performance appraisal.
 Career planning.
 Employee training.
 Monetary rewards.
 Quality circle.
 Social & culture program.
 Workers’ participation in management.
HRD Role
 HRP.
 Recruitment ,selection ,placement .
 PA.
 Training & management development.
 Team work.
 Grievance mechanism.
Features of HRD
 HRD is systematic.
 HRD is continuous.
 HRD is multi-disciplinary.
 HRD is embodied with techniques and processes.
 HRD is essential.
The HRD manager provide opportunity to each
employee for personal & organizational growth as well
as treat them with dignity they deserve.
Thus ,HRD forms the major part of human
resources management activities in
organization.
conclusion
Thank you

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Human resources development

  • 1. H U M A N R E S O U R C E S D E V E L O P M E N T
  • 2. Content  Introduction.  Meaning of HRD.  Importance of HRD.  Objective of HRD.  Need of HRD.  HRD sub-system.  HRD role.  Features of HRD.  Conclusion.
  • 3. THOSE LEARNING EXPERIENCE WHICH ARE ORGANIZED FOR A SPECIFIC TIME & DESIGNED TO BRING ABOUT THE POSSIBILITY OF BEHAVIORAL OF CHANGE. LEONARD NADLER Human resources development
  • 4. Meaning HRD means building three Cs- Capabilities: Knowledge & skills. Commitment : Desertedness Culture: The way of life.
  • 5. Importance of HRD  The theories of change .  The emphasis is on learning.  Developing skills, knowledge.  Ready to future organizational requirements.  Strong organizational health.
  • 6. Objective of HRD  To prepare employee for future.  To develop creativity.  To develop the potentialities.  To provide comprehensive framework.  To create a climate.
  • 7. Need for HRD  Change in economic policies.  Changing job requirements.  Multi-skilled HR.  Transformation process.  Technological advances.  Organizational complexity.  Human relation.
  • 8. HRD sub-system  Performance appraisal.  Career planning.  Employee training.  Monetary rewards.  Quality circle.  Social & culture program.  Workers’ participation in management.
  • 9. HRD Role  HRP.  Recruitment ,selection ,placement .  PA.  Training & management development.  Team work.  Grievance mechanism.
  • 10. Features of HRD  HRD is systematic.  HRD is continuous.  HRD is multi-disciplinary.  HRD is embodied with techniques and processes.  HRD is essential.
  • 11. The HRD manager provide opportunity to each employee for personal & organizational growth as well as treat them with dignity they deserve. Thus ,HRD forms the major part of human resources management activities in organization. conclusion