Human Resource Development

By Mahmood, Sardar Khalid | Economic Review, May 1991 | Go to article overview

Human Resource Development


Mahmood, Sardar Khalid, Economic Review


Human Resource Development

HRD Department is most actively involved in policy creation it is their responsibility to propose and draft new policies or policy revisions to cover recurring problems or to prevent anticipated problems. Traditionally organization policies from personnel, labour relations and management practices developed years earlier in responses to specific problems, when policies emerge in this manner they may not always be consistent with changing business conditions, market strategy, expectations of work force and technology.

It is widely accepted that all business organizations possess five basic resources that they employ to achieve their desires objectives:

1. Financial Resources: Include cash

flow, debit capacity, net equity,

availability of new capital etc. 2. Physical Resources: Manufacturing

facilities and equipment, inventories

and land. 3. Technological Resources: Technical

knowledge and know how. 4. Human Resources: Such as

Managers, Engineers, Supervisors, Sales

Personnel, Technician and Workmen.

It appears that since the start of industrial Revolution entrepreneurs and managers have focused their energies and capital primarily on the development of the first three type of Resources. But within this decade personnel function, in its new incarnation as human resource development is rapidly emerging as the new corporate hero with increased organizational responsibility. The undeniable importance of human resources has been intensified due to recent pressures, some of these pressures are summarized as follows:

* Increasing international competitions. * More concern of employees with

career and life satisfaction. * Increasing customer preference for

quality. * More concern of management on

employee commitment and creativity

to improve quality and productivity. * Increasing complexity and size of

organizations.

Personnel Management in its new role as Human Resource Development (HRD) has following main functions to look after.

Policy Initiation & Formulation

HRD Department is most actively involved in policy creation it is their responsibility to propose and draft new policies or policy revisions to cover recurring problems or to prevent anticipated problems. Traditionally organization policies from personnel, labour relations and management practices developed years earlier in responses to specific problems, when policies emerge in this manner they may not always be consistent with changing business conditions, market strategy, expectations of work force and technology. In designing Human Resource Policies or practices the following are the criteria:

1. The policy or practice should enhance

the effectiveness and performance of

the organization. 2. The policy and practice should

enhance the economic and

psychological well being of employees.

Organisation Development

HRD's Role as a Change Agent: Innovations in the applied behavioral sciences - for example the use of semi-autonomous work groups, participative and team forms of job enrichment and quality and productivity improvement efforts are all emerging as new challenging role of HRD department. Organizational development is a choice between becoming effective manager of applied behavioral science or being considered administrators of the status quo. This function of HRD can help the organization meet the challenges of a rapidly changing world.

Personnel Training and Development: The human assets of an organization can appreciate rather than depreciate over a period of time if the organization provides the environment and resources for such appreciation to occur. HRD Department function is to provide formal programmes which are designed to accelerate the acquisition of participants management concepts and skills so they can perform more effectively on their current or future jobs. …

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