Human Resource Development (HRD) is needed in an organization for the following reasons:
1. To achieve goals: People need competencies to perform tasks. A high quality of performance of tasks requires higher level or degree of skills. Continuous development of competencies in people is essential for an organization to achieve its objectives. Competent and motivated employees are necessary for organizational growth, survival, and excellence.
2.To maintain a level of growth: Over a period of time, an organization’s growth may reach a point of saturation. Even to maintain such a saturation level of growth employee competencies need to be sharpened or developed as organizations operate in environments that keep changing requiring the employees to have new competencies.
3. Improve Effectiveness:An organization interested in improving its services and its effectiveness in cost reduction, reduction in delays, increased customer satisfaction, improved quality and promptness of services, market image needs to develop the competencies of its employees to perform the tasks needed to bring about such improvements.
4. The process of development had been different from time to time. Earlier it used to be the responsibility of the individual to develop himself on his own or under the guidance of GURU. Training by ACHARYA had been the instrument in past which made successful kings, warriors, courtiers, engineers and architects.
5. Industrial revolution gave a new dimension to the concept. The skilled artisans were developed through “learning while doing” or “on the job training” methods. The process began increasing skill and knowledge of the worker and supervisors.’
6. In west, Robert Owen developed the concept first who emphasized human needs of workers in 1803. He taught the work place cleanliness and improvement methods. Andrew Ore emphasized the need of welfare activities to improve the worker efficiency.
7. FW Taylor stressed the inclusion of human values in management. Elton Mayo emphasized the human values. Likert also stated that better utilization of human resources is also possible by treating them as human. Human Resource Development (HRD) began to focus intensive supervisory training in human relation. Malcom Knowles and Leonar Nadler have contributed in developing this concept. Knowles emphasized human approach oriented learning instead of content centered and experimental instead of exclusively didactic learning. Nadler’s writing made distinction between Human resources management and Human Resources Development. Pareek and Rao stressed up the integrated approach to this process of Human Resource Development (HRD) by giving due weightage to performance appraisal, training of individual and organizational development, feedback, counseling career planning, potential development, reward etc.
1. To achieve goals: People need competencies to perform tasks. A high quality of performance of tasks requires higher level or degree of skills. Continuous development of competencies in people is essential for an organization to achieve its objectives. Competent and motivated employees are necessary for organizational growth, survival, and excellence.
2.To maintain a level of growth: Over a period of time, an organization’s growth may reach a point of saturation. Even to maintain such a saturation level of growth employee competencies need to be sharpened or developed as organizations operate in environments that keep changing requiring the employees to have new competencies.
3. Improve Effectiveness:An organization interested in improving its services and its effectiveness in cost reduction, reduction in delays, increased customer satisfaction, improved quality and promptness of services, market image needs to develop the competencies of its employees to perform the tasks needed to bring about such improvements.
4. The process of development had been different from time to time. Earlier it used to be the responsibility of the individual to develop himself on his own or under the guidance of GURU. Training by ACHARYA had been the instrument in past which made successful kings, warriors, courtiers, engineers and architects.
5. Industrial revolution gave a new dimension to the concept. The skilled artisans were developed through “learning while doing” or “on the job training” methods. The process began increasing skill and knowledge of the worker and supervisors.’
6. In west, Robert Owen developed the concept first who emphasized human needs of workers in 1803. He taught the work place cleanliness and improvement methods. Andrew Ore emphasized the need of welfare activities to improve the worker efficiency.
7. FW Taylor stressed the inclusion of human values in management. Elton Mayo emphasized the human values. Likert also stated that better utilization of human resources is also possible by treating them as human. Human Resource Development (HRD) began to focus intensive supervisory training in human relation. Malcom Knowles and Leonar Nadler have contributed in developing this concept. Knowles emphasized human approach oriented learning instead of content centered and experimental instead of exclusively didactic learning. Nadler’s writing made distinction between Human resources management and Human Resources Development. Pareek and Rao stressed up the integrated approach to this process of Human Resource Development (HRD) by giving due weightage to performance appraisal, training of individual and organizational development, feedback, counseling career planning, potential development, reward etc.
No comments:
Post a Comment