Human Resource Development in Organisations

The Human Resource Development can be defined as the framework that is available to the employees for helping them to develop their personal, organisational skills along with the knowledge and abilities. The human resource management with respect to the training and development as a function concerned with the organisational activity that is aimed to lead to the bettering of the performance of the job of an individual and the various groups as a whole in the various types of the organisational settings .The human resource development is a very important and vital activity that leads to the growth and then helps in the development of the people in the various types of the organisations and hence makes the organisations more and more effective. The crucial skills for all the managers involve the path of the identification of the needs and the designing and then delivering the human resource development interventions. This part of human resource development includes the specialised training and hence helping the employees to move towards the proper type of development. The human resource development is not just limited to the pay roll or the time keeping and the leave tracking. In today’s world every type of business unit needs human resource i.e. the man power for carrying on with the different types of the activities of the business. In other words it can be said that no type of organisation can exist or operate efficiently without the support of the human resource. This type of human resource mainly involves the top level managers, the executives; the supervisors and the various others sub ordinates or the lower level staff. It is very important for the business organisation to estimate its future needs of the man power and finally adjust the planning of the man power and development programmes according to the various situations. This whole procedure is termed as staffing of the management. The human resource management or the development is also referred to as personal management or the man power management. The personal management can be defined as the planning, organising, directing and then finally controlling of the procurement, the development, the compensation, the integration and the maintenance of the people for the purpose of making the contribution towards the various organisational, individual and the social goals. The various streams like the recruitment and the selection, the wage payment and the various types of the relations are covered under the human resource management.

At this point of the time it is very important to have an in depth analysis of the human resource. If taken as a whole like in the case of an industrial unit, large number of the persons is employed just to conduct the various operations and also the various types of activities. This is referred to as a human resource or the man power that is employed. A business unit requires material resources along with the human resource for maintaining of various activities. Out of all the M’s like materials, machines, methods and money, Men power that works in an organisation is the most vital one. Man power helps to manage the all other factors like machines, marketing, material etc. In nutshell Human resource comprises the most important and very productive resource of a business unit. It is said that machines play important role in the process of the production however man that operates the machines is more important. It is the man power that converts the factors of production that are lifeless into the efficient products. Therefore it can be rightly said that important asset of any business is human resource. The success and stable rise to the business can be achieved through expert, loyal and efficient team of the people. The importance of human resource can be imagined through this. The workers and the organisation in which they are working are correlated and interdependent. Any type of the organisation moves towards the success by skilfully using the available human resource. In the same way workers get various monetary and benefits through success of any business unit.

The Human Resource Development means to use the available man power for development of the career through appropriate methods like transfers, promotions and training. The various types of programmes that HRD provides finally prepare the group of the skilled, efficient and deserving managers and the staff working under him. The group of people like this forms an important asset to any organisation. A business unit is differentiated from others due to staff working therein. The benefit of business unit can be obtained from the human resource. Peter F Druker explained that the success, if not the survival of any organisation rely upon its managers and subordinates of tomorrow. It is very important to use human resource in an efficient way. The prosperity and growth of a business unit rely upon capability to acquire, use and develop the human resource for the goodwill of the organisation. Through deep analysis it is found that for producing results that are promising and for generating environment that is conductive to the growth , the most important asset is the employees working in that organisation. The most important asset of any organisation is human resource and the overall progress is based upon the limit to which it can be utilised in a proper way. It is the most sensitive factor of the production and hence it should not be treated as merely a product to be used in industries. Peter Drucker said, “The function of management is to manage managers, employees and work. Everyone has accepted the importance of the manpower in any type of the organisation. Provided a suitable environment workers are capable of growing and developing the business of any organisation. The positive response is given to the monetary and non monetary incentives, motivations, training opportunities etc. Good management implies getting fruitful outcomes from the employees.

Even in the age of advanced computer technology human resource plays yet an important role just because merely machines can not be used as an alternative for human brains. It is only human brain that has ability to think, assess and react to all situations. It is rightly said that man is a power instead of saying that man has power. Very huge funds are invested for training and development of human resource. Hence it leads to the most important role of the human resource in the economic and the industrial development. The companies in India that are professionally managed like Larsen and Toubro Ltd, TELCO, Reliance etc give intensive and special importance to the human resource development. Shri Dhirubhai Ambani remarked that our people are assets you can never show on the balance sheet. Every year more than 450 young employees are hired which become the backbone of the organisation. When the team is young they are more conscious of their responsibility and hence they become more committed to build world class assets for the nation. The definition of Human resource planning by Colemn is as follows: the process of determining requirements of the man power and means for meeting them in order to carry an integrated plan at the business unit. Stainer also explains this process of human resource planning as strategy for using and improving human resources of any organisation. It is related to the establishment of the job specifications and using them for development of resources of man power.

The main objective of the Human resource planning is to ensure complete usage of the employees working in any kind of the organisation. It also explains the need of man power in the future as per need of modernising and renovating growth programmes. The human resource planning is also useful in order to determine the level of the recruitment and future accommodation requirements and to maintain the basis of managing developing programmes in order to enhance the talent in the deserving employees of the organisation. In order to run regular business, skilled staffs are the basic requirement of any organisation. The retirements and removal of workers bring about change in existing man power. In this case human resource planning proves to be very useful as it also helps to determine the shortfall in the number of existing worker in any organisation leading to execution of new recruitment plans. The basic need of any organisation to survive is to cope up with the changes that are brought in any organisation due to several reasons. Any worker who has ability to pick up very fast is an asset to the organisation as organisation has spent on him through its training and assignments given in job. The HRP tells about the kind of man power that is required in the organisation depending upon the work of that organisation. This results in selecting appropriate workers in the job for the organisation. HRP also leads to choosing correct person for job depending upon his qualification and also as per need of the organisation. Training activities are also induced by HRP in order to give proper training to employees depending upon type of work they will be dealing with. In actual human resource development is necessary for helping the employees to improve their skills both personally and organizationally as it lets us view each and every prospect of any organisation very minutely. The organisations have many chances for human resource both within and outside their work station. It is more useful when any worker becomes senior within the business unit.

An organisation can be called a healthy one only when if it covers the aspect of human resource development. The various training sessions in the organisations leads to the group discussions which is a healthy way to decrease communication gap between the organisation and its workers. The strong team can be made just by the help of human resource development. This team work lets us progress in organisation creating the happy environment and making one of the success factor of the organisation. It also generates the competitive power in the workers developing new skill and knowledge in the worker. The participation of employees automatically increases through this hence making them more active in the organisation which leads to efficient working of any type of the organisation. It creates continuous learning process which is a never ending process in life. The aim of HRP is make collaboration among different units of organisation in order to make the whole organisation run smoothly as a whole. The process is a kind of same as that of machine that works successfully only when all its small parts work properly and in coordination with each other. HRD must recognize every worker irrespective of caste, creed, religion and language. Treating all workers with equity is important as it creates a healthy environment for working without any discrimination so that the whole team can work as one single unit bringing out the fruitful results for the whole organisation. The reward system in HRD brings about the motivation in the worker hence further inspiring them for working more hard in future. Playing leadership roles by one leads to inducing the same in others working with that worker. It helps to make the wave of cooperation to prevail in all so that no one feels the pressure in the environment of their workplace hence leading to the smooth working of the business unit. The human resource development basically works on the productivity. Its main focus is on extracting more efficient results from the worker providing them better place to work and also working on improving the standards and quality of work life of an employee. HRD believes in every worker’s potential that comes out from his strengths. In the same role worker can have more or less potential. Potential changes occur due to misuse of the strength of the employees. This can be changed by proper use of HRD as it helps you to extract the potential of the worker by giving him proper opportunities and letting him grow ultimately leading to the growth of the complete organisation.

HRD leads to the career development process. This included two prospects that is career planning and career management. The first one includes the activities that are performed by the individual for the assessment of his skill in order to establish a innovative career plan. The second one involves important planning to achieve that plan. There should be some awareness of organisational resources particularly helpful in fulfilling HRD needs. The knowledge of few resources such as facilities, materials etc put impact on how HRD is conducted. HRD can also be affected due to some constraints that could be legal, social, political and economic issues faced by the organisation. HRD being a part of Human resource management deals with all around progress of employee within a business unit. It comprises of mutually dependant parts hence we cannot consider it in isolation. It has to be taken in account in link with the other parts of the organisation. The role of HRD is not only to cope with needs of organisation but also to anticipate them in a planned by thoughtfully acting on them. It helps in making awareness in people about the skills required for job performance. There is much clarity in the role one has to play in the organisation and importance of that role in the organisation. This in turn encourages communication in the work teams. It helps employees to be equipped with problem solving capabilities so that the employees become independent and they are well aware to handle the difficult situations leading to the better working experience. The overall benefits of HRD can be seen in terms of higher productivity and growth expansion including enhanced profits. HRD is just one of the functions within Human resource management. It depends upon the size and status of the business unit. There is not a single structure used in it instead it is interwoven with various number of small structures that go well with the each other in order to bring about the smooth working of the complete organisation. It not only develops an employee individually but also in groups or as collectives enabling every individual making things happen. It involves development in all aspects like physical, moral, emotional, social and also intellectual. None can function without being physically well developed hence it also comprises the main part of this process. Hence all forms of development is included in definition of HRD. In the wider concept of HRD development of human in every aspect is counted in this process. It needs assessment, design, implementation as well as evaluation. The need of assessment phase is helpful in establishing HRD priorities and defining aims of specific training. The complex ideas can be broken into parts and it is analysed how the parts work together. One can make connections with the things one already knows and hence draw conclusions and making analysis by inventing the new things by its own intellectual. When someone evaluate the problem he judge something that is worth and his assessing, recommending and explaining the problem leads to solution of the problem eventually. The human resource development is the wide concept that covers the various aspects of human life eventually leading to the progress of individual very minutely. The HRD process is not only the development of an individual but when it develops the individual it affects the whole of the organisations developing it in a healthy way. The framework of human resource development is based upon the major aspects like team work and growth of the organisation or any type of the business unit.