Human Resource Development Department - Objectives - Functions & Roles.

Presented By: Group 1 (Isha Tondon) (Kumari Simple) (Nitima Rahil Tirkey) (Pallavi ) (Ranjan Saxena) (Rhitika Ghosh) (Sonam Rajgarhia)

HUMAN RESOUCE DEVELOPMENT

HRD is a continuous process to facilitate a sustained development of employees competencies, dynamism, motivation and effectiveness in a systematic and planned way.

Daftur defines HRD as a system and process concerned with organized series of learning activities within a specified time limit, designed to produce behavioral changes in the learner, in such a way that it acquires desired level of competence for present or future role.

The analysis of any definition of HRD further shows that there are three important aspects viz., 1. It helps/motivates the employees of an organization. 2. It acquires, develops and moulds various aspects of human resources. 3. It contributes to the organizational, group, individual and social goals.

THE APPROACHES TO HRD

There are three distinct approaches to HRD, viz. Man-Centered approach

Reciprocal approach
Selective approach

OBJECTIVES OF THE HRD DEPARTMENT

To provide a comprehensive framework and methods for development of human resource in the organization. To generate systematic information about human resource for the purpose of man power planning, placement, succession planning and the like.

 To increase the capabilities of the organization to recruit, retain and motivate talented employees.

To create a climate that helps every employee to

discover, develop and use his/her capabilities to full extent, in order to further both individual and organizational goals. Strengthen the superior-subordinate relationship.

Develop team spirit, team work and inter-team

collaboration.

 It helps to improve the capabilities of people by

providing them better skills. So it strengthens executive skills. It improve communication system in the organization.

It help the organization in procuring the right kind

of people at the right time at right place. It improves problem solving and adoption skills of employees.

FUNCTIONS OF THE HRD DEPARTMENT

PRIMARY FUCTIONS:
Acquisition Development Motivation Maintenance

SECONDARY FUNCTIONS:
Active Networking with other Department Participation in Corporate Strategy Sessions Routine meetings to discuss problems and progress with Current Programs.

ROLE OF HRD DEPARTMENT

The role of manager of HRD (human resource development) consists of five separate but overlapping components referred to as sub roles. They Include: (1) evaluator of the HRD program's impacts and effects on organizational efficiency, (2) management of the organizational learning system, (3) operational manager responsible for the planning, organizing, staffing, controlling, and coordinating of the HRD department, (4) strategist responsible for long-term planning and integrating of HRD into the organization, and (5) marketing specialist responsible for the advancement of HRD within the organization through well defined and effective networks.

EVALUATOR- principal evaluator of the impact of the HRD program on

overall organizational efficiency. responsible

for the design, development, and implementation of program evaluations as well as cost/benefit programs. evaluation of career development programs and organizational development activities The evaluation of the effectiveness of learning specialists, instructional designers, and consultants. In totality , the HRD manager evaluates all aspects of an HRD program , its results, its effectiveness, its impacts, and its practitioners.

MANAGEMENT OF THE ORGANIZATIONAL LEARNING SYSTEM Here the managers sub role includes:

Should possess knowledge of program planning and design, as well as knowledge of how to evaluate learners, programs, and instructors. Should be able to deliver or facilitate learning programs and activities.
Should know how to assess the impacts of HRD on the organization as a whole.

MANAGEMENT OF THE ORGANIZATIONAL LEARNING SYSTEM(Contd.) A knowledge of adult learning theory and appropriate instructional strategies is desirable. Finally, an HRD manager must understand the importance of career development and organizational development.

OPERATIONAL MANAGER This role is often viewed as the primary role of a manager of HRD,and includes : 1. Importance of strategic planning to the HRD department 2. Staff recruitment, selection, hiring, evaluation, and development 3. HRD budget development and control 4. HRD policies, procedures, and standards 5. Management of equipment and facilities

OPERATIONAL MANAGER(Contd.)
7. Material development and management 8. Supervision of staff and operation 9. Program schedule

It is important to note that the major part of any manager's time is devoted to these activities.

ORGANIZATIONAL INTEGRATION OF HRD The manager of HRD must develop long-range plans included in the broad human resource strategy of the client system. As a strategist , an HRD manager:

go for an organizational SWOT analysis.

must identify forces or trends impacting HRD.

must develop guidelines and plans for implementing long-range plans and determine alternative directions for HRD. As an organization member, HRD managers must be able to demonstrate that the HRD department is a worthwhile part of the organization.

MARKETING SPECIALIST
In order to build and maintain supportive internal/external relations, the HRD manager: must become a part of the organizational management team. must be constantly available to all individuals and groups within the organization. build and develop networks that communicate the importance of HRD and support its continued development.

CASE STUDY
Siemens Case Study

REFERENCES

www.vikalpa.com www.scribd.com www.citehr.com www.google.com

QUESTIONS