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Introduction to HRD

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Sumukh Ghurye

This document provides an introduction to human resource development (HRD). It defines HRD as helping employees develop skills, knowledge and abilities through opportunities like training, career development, coaching and mentoring. The need for HRD is discussed, citing changing HR roles, knowledge-based organizations, and demanding customers. HRD's scope includes recruiting, performance analysis, developing managerial/behavioral skills, and learning through groups and job experiences. Objectives are to prepare employees for current and future jobs and promote development. Functions discussed are performance appraisal, training, executive development, and career planning.

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INTRODUCTION TO HRD Sumukh H Ghurye Shrishailya S Gatade
DEFINITION OF HRD • Human resource development (HRD) is the framework for helping employees develop their personal & organizational skills , knowledge and abilities. • HRD includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organizational development.
NEED OF HRD • Due to the changing role of HR functions. • The shift of organization is from industrial era models to knowledge era model. • Customer today are more demanding, quality conscious and cost sensitive. • For motivating people, managers emphasize on removal of barriers.
SCOPE OF HRD • Recruiting of employees. • Analyzing, appraising and developing performance of employees. • Develop the employees in managerial and behavioral skills & knowledge. • Employee learning through group dynamics, intra and inter team interaction. • Learning through job rotation, job enrichment and empowerment.
Employees & Employer • Employees- An employee is a person who works in the service of another of hire, under which the employer has the right to control the details of work performance • Employer – A person who is contractually bound to a worker(the employeer) to give that worker money as a salary or wage in exchange of ongoing work & for which is employer directs the work & exercises fundamental control over the work
OBJECTIVES •To prepare the employee to meet the present and changing future job requirements. •To prevent employee obsolescence •To develop creative abilities and talents.
•To prepare employees for higher level jobs. •Impart new entrant with basic HRD skills and knowledge •Develop the potentialities of people for the next level job
•To aid total quality management (TQM) •To promote individual and collective moral , sense of responsibility , co-operative attitudes and good relationships. •To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside
•To ensure smooth and efficient working of the organization. •To enhance organizational capabilities
FUNCTIONS •Performance appraisal-It is a systematic evaluation of individuals with respect to their performance on job and potential for development •Employee training – It is the process of imparting the employees the technical, operating skills and knowledge
• Executive development - It is the process of designing and conducting suitable executive development programs so as to develop the managerial and human relation skills of employees . • Career planning and development- It is the planning of one’s career and implementation of career plans by means of education , training , job search and acquisition of work experiences. It can be done in three ways , 1. Transfer 2. Promotion 3. Demotion
• Organization change and organization development.- It is the planned process designed to improve organizational effectiveness and health through modification in individual and group behavior • Involvement in social and religious organizations. • Involvement in workers’ participation in management. • Involvement in quality circles
Present status of Construction Labors • Construction activity forms the basic activity control development of other sector of activity in National Development Plans. • Construction is fairly labor intensive activity as activity is mobile, seasonal and not continuous. • As main generator of demand of construction facilities , the govt. has vital role to play in the development of domestic construction industry.
• Construction industry mostly work on contract system . • The average age of skilled worker is getting close to that to retirement and the sector is not engaged in active process of replacing these skilled labor with younger labor people. • Secondly, the sector is experiencing a very high turnover of workers, primarily in jobs with lower skill requirements and in job that are mainly provided through placework contracts.
•Challenges and issues facing the construction industry are the need to : • Replace skilled trades people to an aging workface. • Manage labor supply in various industry. • Recruit sufficient nos. to meet demands for skilled labor.
PROBLEMS OF HRD ON CONSTRUCTION SITE • AgingWorkface- • Labor shortage • Attracting young people • Maintaining currency • Training Capacity • Management & supervisory skills
STRUCTURE OF HRD
Introduction to HRD
ACTIVITIES OF HRD PROCESS •Manpower Planning •Selection & Placement •Reinforcement & Advancement •Data storage & Processing •Critical Attributes Analysis
•Feedback & Counselling •Performance Appraisal •Potential Appraisal •Training
THANK YOU

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Introduction to HRD

  • 1. INTRODUCTION TO HRD Sumukh H Ghurye Shrishailya S Gatade
  • 2. DEFINITION OF HRD • Human resource development (HRD) is the framework for helping employees develop their personal & organizational skills , knowledge and abilities. • HRD includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification and organizational development.
  • 3. NEED OF HRD • Due to the changing role of HR functions. • The shift of organization is from industrial era models to knowledge era model. • Customer today are more demanding, quality conscious and cost sensitive. • For motivating people, managers emphasize on removal of barriers.
  • 4. SCOPE OF HRD • Recruiting of employees. • Analyzing, appraising and developing performance of employees. • Develop the employees in managerial and behavioral skills & knowledge. • Employee learning through group dynamics, intra and inter team interaction. • Learning through job rotation, job enrichment and empowerment.
  • 5. Employees & Employer • Employees- An employee is a person who works in the service of another of hire, under which the employer has the right to control the details of work performance • Employer – A person who is contractually bound to a worker(the employeer) to give that worker money as a salary or wage in exchange of ongoing work & for which is employer directs the work & exercises fundamental control over the work
  • 6. OBJECTIVES •To prepare the employee to meet the present and changing future job requirements. •To prevent employee obsolescence •To develop creative abilities and talents.
  • 7. •To prepare employees for higher level jobs. •Impart new entrant with basic HRD skills and knowledge •Develop the potentialities of people for the next level job
  • 8. •To aid total quality management (TQM) •To promote individual and collective moral , sense of responsibility , co-operative attitudes and good relationships. •To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside
  • 9. •To ensure smooth and efficient working of the organization. •To enhance organizational capabilities
  • 10. FUNCTIONS •Performance appraisal-It is a systematic evaluation of individuals with respect to their performance on job and potential for development •Employee training – It is the process of imparting the employees the technical, operating skills and knowledge
  • 11. • Executive development - It is the process of designing and conducting suitable executive development programs so as to develop the managerial and human relation skills of employees . • Career planning and development- It is the planning of one’s career and implementation of career plans by means of education , training , job search and acquisition of work experiences. It can be done in three ways , 1. Transfer 2. Promotion 3. Demotion
  • 12. • Organization change and organization development.- It is the planned process designed to improve organizational effectiveness and health through modification in individual and group behavior • Involvement in social and religious organizations. • Involvement in workers’ participation in management. • Involvement in quality circles
  • 13. Present status of Construction Labors • Construction activity forms the basic activity control development of other sector of activity in National Development Plans. • Construction is fairly labor intensive activity as activity is mobile, seasonal and not continuous. • As main generator of demand of construction facilities , the govt. has vital role to play in the development of domestic construction industry.
  • 14. • Construction industry mostly work on contract system . • The average age of skilled worker is getting close to that to retirement and the sector is not engaged in active process of replacing these skilled labor with younger labor people. • Secondly, the sector is experiencing a very high turnover of workers, primarily in jobs with lower skill requirements and in job that are mainly provided through placework contracts.
  • 15. •Challenges and issues facing the construction industry are the need to : • Replace skilled trades people to an aging workface. • Manage labor supply in various industry. • Recruit sufficient nos. to meet demands for skilled labor.
  • 16. PROBLEMS OF HRD ON CONSTRUCTION SITE • AgingWorkface- • Labor shortage • Attracting young people • Maintaining currency • Training Capacity • Management & supervisory skills
  • 19. ACTIVITIES OF HRD PROCESS •Manpower Planning •Selection & Placement •Reinforcement & Advancement •Data storage & Processing •Critical Attributes Analysis
  • 20. •Feedback & Counselling •Performance Appraisal •Potential Appraisal •Training