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For example, Bridgestone gives top priority to the safety of the employee. The basic essence of functioning of HRD systems are: 1. v. Employees are continuously helped to acquire new competencies through a process of performance planning, feedback, training, periodic review of performance, assessment of the development needs, and creation of development. The Debate over Rigid and Flexible Labor Laws. This is an important but often ignored activity. They develop new skills, knowledge and attitudes. HRD does not cover only a set of mechanisms or techniques but it is a process by which employees acquire or sharpen capabilities to perform the various functions, develop their general capabilities as individuals and exploit their own inner potentials, develop team work and collaboration. The organization should try to become a more functional unit by fostering a close relationship among its various units. The following is the brief explanation of the above cited functions: Employees’ performance appraisal or merit-rating is an important function of the HRD. There is greater readiness on their part to accept change. HRD plays a significant and crucial role in market economies under dynamic environments. Human Resource Development (HRD) Concept of HRD: In the organisational context, Human Resource Development may be defined as a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in a systematic and planned way. Team spirit is necessary for fostering loyalty and belongingness among employees. Way to Promotion – A potent worker can sharpen his skills during training. practices that would help them in the long run. Programme must be related to development of various inter-related matters, factors and needs. Before uploading and sharing your knowledge on this site, please read the following pages: 1. HRD to be effective should essentially have a strong base of human resources planning, recruitment and selection based on effective HRD requirements. Human resource development is the process of preparing more skillful and competent people to cater to the present and future needs of the organization. Recruitment and selection are arguably the most visible elements of HR. Plagiarism Prevention 5. It is thought that there is no need to pay any attention to them. Organisational Change and Development: Another main function of the HRD is the organizational change and development. Career Planning, Performance Appraisal and Review, Feedback, Counseling, Job Enrichment, Objective Rewards, etc., improve this process. Growth of the organization is achieved through growth and development of individual employee. It helps the employees in developing their knowledge, skills and abilities to achieve self-fulfillment and aid in the accomplishment of organizational goals. HRD results need to be continuously watched, strengthened and renewed. iv. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of human resources development. Marketer’s Role – marketing and contracting programmes and services. Today, the concept of Human Resources Development (HRD) is consid­ered seriously by most of the medium and large-scale industrial organi­zations, to keep the organization competent and forward looking. To put the right man at the right place with the trained personnel has now become essential today’s globalised market. In fact, HRD helps for the efficient management of human resources. It increases productivity and profitability, reduces cost and finally enhances skills and knowledge of the employee. 6. Training is considered to be the corner-stone of sound personnel administration. Mentoring, providing career counselling, career development workshops, human resource planning are the steps the organization takes for career development. This helps him to get a promotion for higher position. Quality Circle is a self-governing group of workers with or without the supervisors who voluntarily meet regularly in order to identify, analyse and solve problems of their work field. 9. Human Resource Development Approach Evolved in 1960s Schultz and Gary Becker’s concept of human capital Powerful implications – human beings resources in production process – not ends in … Indeed, one reason for the emergence of the RBV or the SHRM paradigm is that with the advent of the service sector and the greater proportion of companies in the service sector, employees are not merely a factor of production like land, labor and capital but in fact, they are sources of competitive advantage. 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