Sei sulla pagina 1di 2

International Journal of Trend in Scientific

Research and Development (IJTSRD)


International Open Access Journal
ISSN No: 2456 - 6470 | www.ijtsrd.com | Volume - 1 | Issue – 6

Human Resource Development: A Conceptual Exposition

Tirumala Rao Guruvu


Research Scholar in Department of Management,
Rayalaseema University, Kurnool, Andhra Pradesh

ABSTRACT

Development of persons to their maximum potential specific time and designed to bring about the
and the conservation of talent is the Human Resource possibility of behavioral change. Human Resource
Development (HRD) concept. HRD has been defined Development
evelopment in the organization context refers to
as “the process of increasing the knowledge, skills the process whereby the workers are continuously
and the people in society”. But today, there is a little helped in a planned way to –
awareness of the fact that HRD is a contributing
a) Acquire or sharpen capabilities required to
factor for the economic growth of the country.
perform various tasks and functions associated
Without qualitative improvement of human resource
with their present or future expected roles.
the possibilities of an improvement in the standard of
living of the masses are remote. An organization is
b) Develop their general enabling capabilities as
individuals so that they are able to discover
known not by concrete and bricks but by the type of
and exploit their own inner-potential
inner for their
its human resource. It is constructed or destroyed by
own and/ or organizational development
quality and behavior of its people. It has growingly
purposes and
been realized that improvement in manpower in key
to both micro and macros developers. c) Develop an organizational culture where
‘superior/ subordinate’
rdinate’ relationships, ‘team-
‘team
INTRODUCTION work’ and ‘collaboration’ among different sub-sub
units, which are strong and contribute to the
Human Resource Development is said to be the care professional well-being,
being, motivation and pride
of a larger system known as human resource system of work.
and HRD is mainly concerned with providing
learning experience for the people associated with an In the area of HRD we can continuously develop the
organization through a behavioral approach adopting people so that, they are competent
co managers and
various processes. The individual is provi
provided with competent workers and committed to the
learning experiences not in isolation but shares organizational goals. With growing importance of
others learning experiences also. Such learning HRD movement, there has been significant increase in
experiences are provided with the main objective of training programme budgets in the organizations. This
developing human beings for their advantage and trend is very noticeable, as many medium and even
producing their powerful physical, mental and smaller sized organizations have begun to initiate
intellectual
llectual endowments and abilities for the growth training programmes. The workers training through
of organization. HRD activities is not only the process of
In a broader scene, the term HRD means those developing skills of workers; but it is the process
learning experiences which are organized for a of changing attitudes of the workers by involving
them into improving the activities

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 1 | Issue – 6 | Sep - Oct 2017 Page: 589
International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
They carry out. This encompasses timely and value 2) Gupta, C.B., (2003), “Human Resource
added management acts as way of life. The focus of Management” S.Chand and Sons, New- Delhi p.
HRD through training is essentially on enabling 3.51.
workers to self actualize through a systematic 3) Gupta, S. and Gupta, S., (2008), “HRD Concepts
process of developing their existing potentialities and Practices” Deep and Deep Publication
and creating a new ones; unfolding and tapping Pvt.ltd, New-Delhi.
potentials, capabilities of workers both in the 4) Kelly D. (2001), “Dual Perceptions of HRD:
present and for future. Issues for Policy: SME’s, Other Constituencies,
and the Contested Definitions of Human
The changes that have taken place in the past few
Resource Development”,
years all over the world have established very clearly
http://ro.uow.edu.au/artspapers/26
that no Nation can isolate itself completely form the
5) Khan, M.N., (1987), “HRD in Modern
rest of the world and survive for too long a time. The
Technological Structure” Indian Journal of
new economic policies have pushed India into the
Commerce, XL No. 150-51, p. 83.
race for globalization. The new economic
environment has significance to all, of first as
6) Khurana, A., Khurana, P. and Sharma, H.L.,
citizens of India, next as responsible businessmen,
(2009), “Human Resource Management”,
leaders, managers, workers as well as providers of
V.K.Enterprises, New Delhi.
services. If the country has to get the best from the
7) Matthews, J.J., Megginson, D. and Surtees, M.,
economic policies; we all have to give our best and
(2004), “Human Resource Development” Kogan
also get the best from each other. Every profession,
Page India Pvt Ltd, p. 14.
discipline and function should contribute to make
this happen. Here HRD has a special responsibility 8) Megginson, L.C., (1982), “Personnel and Human
as it deals with the people. Resource Administration” Homewood III:
Richard D.Irwin, p.6.
From the above discussion it is clear that, HRD is the 9) Pareek, U and Rao, T.V., (1981) “Designing and
total knowledge, skill, creative abilities, talents and Managing Human Resource Systems” Oxford
aptitudes of an industrial workforce as well as the IBH, New- Delhi.
values, attitudes of an individual involved. It is the 10) Pattanayak, B. (2005), “Human Resource
sum total of inherent ability, acquired knowledge Management” Prentice Hall of India Pvt ltd,
and skill represented by the talents and aptitudes of New- Delhi, p. 106,
the employed persons. HRD at organizational 11) Prasad, L.M., (2009), “Human Resource
level includes, carrying out manpower research and Management” S.Chand and Sons, New Delhi, p.
planning to anticipate long term labour market 332.
needs, manpower development through training 12) Rao T.V. and Pereira, D.F., (1986), “Recent
programmes, manpower distribution through an Experiences in HRD” Oxford and IBH
effective placement service and manpower Publishing Co. Pvt.ltd.
utilization of assure of utilization of the nation’s 13) Rao V.S.P., (2005, 2nd Ed), “Human Resource
human resources. HRD at the organizational level is Management” Excel Books, New- Delhi. pp.
a process by which workers of an organization are 269, 272,273, 271, 276, 272,273, 274.
helped in a systematic and continuous way. Thus, 14) Sheikh, A.M. (2009), “Human Resource
HRD is continuous process and comprehensive Development and Management” S.Chand and
system by itself. That is why every management has Co. ltd, New- Delhi, pp.79-80.
to develop its workforce in order to develop the 15) Sofo, (1999), “Human Resource Development”,
organization. HRD in its turn, almost entirely Business and Professional Publishing,
depends upon workers training, management, and Warriewood.
development. 16) Tripathi, P.C., (1997), “Human Resource
REFERENCES: Development” Sultan Chand and Sons, New
Delhi, p.5.
1) Deb,T. (2010), “Human Resource Development
Theory and Practices”, Ane Books Pvt. Ltd,
New-Delhi, pp. 27, 33, 30, 19, 20, 21, 22, 23, 24,
25, 26, 40, 97, 95, 94, 96, 42, 43.

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 1 | Issue – 6 | Sep - Oct 2017 Page: 590