HRD EXPERIANCES IN INDIAN ORGANISATIONS AND FUTURE OF HRD

CRITICAL REVIEW OF HRD EFFORTS

The origins of HRD can be traced to

apprenticeship training programmes in the 18 th century HR efforts are centered on organisational processes and peripheral issues The involvement and acceptance of top management for bringing in effective change and for institutionalizing HRD Good HRD requires a well structured function, appropriately identified HRD systems, competent staff to implement and facilitate the change process

HRD IN INDIAN CONTEXT

Larsen and Tourbo Ltd -first company among

private sector implemented HRD(1975) BHEL-first public company implemented HRD (1980) Primary concept was training and development instead of HRD HRD in India has grown out of HRM practices Various stages in the growth of HRD in India Report of the Royal commission on labour in India(1929-31) recommended the appointment of labour officers Duties of a labour officer- promoting welfare

During world war 2 welfare officers were appointed by the government as well as industry Welfare officers functions include welfare activities ,personnel activities, and industrial relations Enactment of the Industrial Dispute Act made the welfare officer to become industrial officer and Factories Act 1948 made it obligatory for factories employing 500 or more workers to appoint welfare officers 1960-2000 ,consequent demand for skilled and semi-skilled workers led the government to enact the Employment Exchange Act ,1959 2000 and after the main focus of the 10 th plan are the quality of life of citizens, generation of productive employment etc

Areas for selecting a suitable HRD strategy

Training on the job

Planned organisation experience

In-house courses Planned experiences outside the organisation External courses Self managed learning

Following is the evolution of the HRD function.

Commodity concept Factor of production concept

Goodwill concept
Paternalistic concept Humanitarian concept

The HR concept
HRD

Framework of HRD in Indian context

Framework dates back to 1975 Two consultants from IIM Ahmadabad prof

.pareek and Rao proposed a separate system with strong linkages with the HR system They outlined 14 principles to be kept in mind in designing the HRD system These principles include the following; should be an enabling system should help individuals recognise their potential should maximise the individual autonomy through increased responsibility

 Should facilitate decentralisation through

delegation and shared responsibility of the superior and the subordinates there should be a continuous review and renewal of the HRD function The HRD system approach of Pareek and Rao has the following elements a) A separate and differentiated HRD dept. b) Linkage between various subsystems of HRD c) Linkage with other subsystems of the HR function

Future of HRD
HRD in Indian context ,will continue to be a

critical resource for individuals ,helping people contribute their best in healthy ,affirming way The HRD departments and their subsystems need to be professionally trained so as to reach a certain level of maturity Good HRD requires a well structured function and appropriately identified HRD systems and competent staff to implement and facilitate the change process