STRATEGIC HUMAN RESOURCE DEVELOPMENT

UNIT I:
1,1. INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT:
Development of human resources is essential for any organization that would like to be dynamic
and growth-oriented. Unlike other resources, human resources have rather unlimited potential
capabilities. The potential can be used only by creating a climate that can continuously identify,
bring to surface, nurture and use the capabilities of people. Human Resource Development (HRD)
system aims at creating such a climate. A number of HRD techniques have been developed in
recent years to perform the above task based on certain principles.

MEANING, DEFINITION OF HRD,

Human resource development (HRD) is a process that helps employees develop their skills,
knowledge, and abilities to enhance their personal growth and their organization's
effectiveness. HRD is a subset of human resource management (HRM), but with a greater focus
on training and development.

1.2 EVOLUTION OF HRD,

The evolution of Human Resource Development (HRD) can be traced back to the 18th century
and the apprenticeship training programs that were common in small shops. HRD has evolved over
time, influenced by a number of factors, including:
 Pre-scientific management: Robert Owen and Andrew Ure focused on human relations and
resources.
 Scientific management: Human resources were seen as a way to maximize production at a
low cost.
 Behavioral management: This theory claimed that organizational goals could only be
achieved by meeting the desires of employees.
 World War I: The labor market was significantly impacted by World War I.
 The 1960s: Managers and researchers realized that better working conditions didn't
necessarily lead to employees working harder.
  Late 20th century: Supervisors began to focus on aligning organizational and individual
employee goals.

1.3 RELATIONSHIP WITH HRM

 Human resource management (HRM)
Focuses on the current workforce, and is more operational and transactional in nature. HRM aims
to improve the efficiency of employees and the overall relationship between employees and the
company. HRM tasks include finding and retaining employees, training, assessing performance,
and ensuring compliance with the law.
 Human resource development (HRD)
Focuses on the future workforce, and is more strategic and transformational in nature. HRD aims
to improve employee skills, knowledge, and abilities to benefit the entire organization. HRD tasks
include developing and launching learning and development initiatives, and helping employees
grow and evolve within the organization.

1.4. HUMAN RESOURCE DEVELOPMENT FUNCTIONS

As a crucial part of an organization's HRM system, Human Resource Development performs a
wide array of functions:
Training and Development
One of the primary functions of HRD is to design and implement effective training and
development programs. These initiatives aim to equip employees with the necessary knowledge
and skills to perform their jobs efficiently. Training programs can cover a wide range of topics,
including technical skills, leadership development, customer service, and compliance training. By
investing in employee development, organizations foster a culture of continuous learning, leading
to improved performance and employee satisfaction.
Performance Appraisal
Human Resource Development plays a vital role in establishing performance management
systems that align individual and organizational goals. This function involves setting clear
performance expectations, conducting regular performance evaluations, and providing
constructive feedback. By implementing effective performance management processes, HRD
facilitates employee growth, identifies areas for improvement, and recognizes high performers.
Additionally, performance management helps organizations make informed decisions about
promotions, rewards, and career development opportunities.
Career Planning and Development
HRD works on designing career paths for employees, providing them with the necessary tools to
improve and succeed. This includes mentoring, coaching, succession planning, and more.
Organization Development
HRD plays a significant role in driving organizational development initiatives. This involves
aligning HR strategies with the overall business objectives, analyzing organizational effectiveness,
and implementing change management initiatives. HRD professionals collaborate with leadership
to identify areas for improvement, develop talent pipelines, and enhance organizational
capabilities. By driving organizational development efforts, HRD ensures the organization remains
competitive, adaptable, and resilient in a dynamic business environment.
Talent Acquisition and Recruitment
Attracting and selecting the right talent is a critical function of HRD. HRD professionals
collaborate with hiring managers to understand the organization's needs and develop
comprehensive recruitment strategies. This includes crafting job descriptions, sourcing candidates,
conducting interviews, and evaluating applicants. By ensuring a thorough and efficient recruitment
process, HRD helps organizations find the best fit for vacant positions, leading to improved
employee retention and overall productivity.
Succession Planning
Succession planning involves identifying and developing future leaders within an organization.
HRD professionals work closely with management to identify key positions and potential
successors. They assess employees' readiness for leadership roles, provide developmental
opportunities, and create leadership development programs. Succession planning ensures a smooth
transition of leadership, reduces the risk of talent gaps, and contributes to the long-term
sustainability of the organization.
Employee Engagement and Motivation
HRD plays a crucial role in fostering employee engagement and motivation. This function involves
implementing strategies to boost employee morale, satisfaction, and commitment to the
organization. HRD professionals facilitate employee feedback mechanisms, organize team-
building activities, and promote a positive work culture. By nurturing a supportive and engaging
work environment, HRD enhances employee productivity, reduces turnover, and strengthens
employee loyalty.
Employee Relations
Maintaining healthy employee relations is vital for organizational success. HRD professionals
handle various aspects of employee relations, including conflict resolution, grievance
management, and fostering positive communication channels. They ensure compliance with labor
laws and regulations, promote a fair and inclusive work environment, and address employee
concerns effectively. By managing employee relations proactively, HRD minimizes workplace
conflicts and promotes a harmonious work environment.

1.5 ROLES AND COMPETENCIES OF HRD PROFESSIONALS

Competencies for HR professionals?
1. Communication skills
Great communication skills are indispensable for every job but are especially important as an HR
competency.
The right behavioral competencies, including communication, separate outstanding HR
professionals from good ones.
HR professionals rely on solid communication for many reasons:
 Help new hires with their orientation
 Teach staff company rules
 Write safety materials
 Communicate important government regulations to staff
2. Time management
Time management and organizational skills are vital in a work environment, so HR professionals
must manage their time effectively, including planning, scheduling and executing tasks, and
managing deadlines.
HR employees often deal with vacant roles that they must fill quickly. They have to jump to
rapid onboarding so the new employee can begin work immediately.
3. Negotiation skills
Negotiation skills are front and center when it comes to HR work – especially when you need
to assess HR manager skills.
The ability to negotiate is one of the most crucial recruiter competencies, enabling them to
influence others for the organization’s benefit and settle deals favorably. It also helps HR
employees conclude good deals with health coverage providers and unions.
4. HR fundamentals
Fundamental HR skills and competencies are their own category, apart from standard
communication, negotiation, and business acumen. They include developing, maintaining, and
improving HR policies and successfully managing relationships.
Fundamental HR competencies also enable employees to align HR policies with government laws.
Moreover, candidates with strong fundamental human resource expertise can help the company
address any issues related to hiring and training new employees and retaining existing ones.
5. Talent acquisition
Talent-acquisition skills are essential for solid competency in HR. To grow on their career path,
an HR professional needs to go beyond recruiting – they need to understand how to find the ideal
candidate for the role.
Attracting top professionals to your business is becoming more difficult because every
organization vies for job seekers’ attention with compensation and benefits packages. Therefore,
your HR team must devise better strategies to acquire top talent.
6. Critical thinking
Critical thinking – the ability to think clearly and make sound judgments – is one of the top HRM
competencies. HR employees who possess this skill can conceptualize, analyze, and evaluate
information to make informed decisions. For example, critical thinking helps recruiters analyze
candidates and hire with reduced bias. It’s also a top skill for workforce planning and change
management.
7. Attention to textual detail
True human resource expertise includes great attention to detail. Since HR employees
communicate with a wide range of people daily, they need great attention to detail, especially
during the hiring process. A keen eye helps recruiters remember important information and spot
discrepancies in applicants’ resumes and skills. These skills help HR professionals avoid bad hires
that could prove costly in the long run.
8. Leadership and people management
The behavioral competencies of HR are some of their strongest abilities, and leadership is one of
the most important ones. Leading and managing people is a core HR competency every human
resource professional should possess. HR employees drive positive organizational change with
their great people skills and ability to develop innovative solutions to complex problems.
9. Analytical skills
Recruiters need excellent analytical skills to make better decisions when hiring new candidates,
reduce recruitment costs, and pinpoint areas for improvement.
The ability to study the numbers and spot what works and what doesn’t helps your business be
more competitive. You can have the best HR analytics software on the market, but it doesn’t make
a difference if your HR staff doesn’t have keen technical literacy to interpret and use the data.
10. Cognitive flexibility
Cognitive flexibility is a human resources competency that enables people to learn and unlearn
information, quickly grasp how new technologies work, and determine how they can use them to
their benefit. This ability shows an applicant’s adaptability, creativity, and curiosity.
If something isn’t working out as planned, cognitive flexibility prompts an HR professional to
change tactics and find new ways to deal with the problem.

1.6 CHALLENGES TO ORGANIZATION AND HRD PROFESSIONALS.

(a) Culture or attitude
Different countries have different culture and as the world has become a global village HRD
Professionals have to face the cultural challenges in different countries or with the employees
belonging to the different countries.
(b) Technology or skills.
The pace of technological development is very high and the new technologies are replacing the
older ones quickly. Same is the case with techniques and technologies use for training. An HR
professional has to upgrade his skills and knowledge to meet the requirements of the new
generation.
(c) Values of behavior
The HRD professionals have to adjust themselves to the emerging new values as principle centric
leadership is becoming trend in the corporate world. Values like trust credibility timeliness and
the simpler rules are becoming the corners stone of many businesses.
(d) Knowledge or information.
Enhancement of knowledge is also a big challenge for HRD professional as they have to
understand the different philosophies demonstrated at different places in the world. For example
the philosophy related to leadership changes dramatically in organizations from different parts of
the world
(e) Life style or habits.
The life style of an employee is also important for HRD professionals because they have to
understand the habits of the employees and then decide the training that needs to be imparted for
bringing a change in the habits of the employees.
(f) Knowledge of new practices.
An HRD professional has to be aware of the new practices adopted by the organization around
globe. An HRD professional should know about the practices like dignity of individual, retention
of employees, leadership by examples, clear conscience relationship with employees share holder,
vendors, suppliers, customers and society at large.
(g) Environment:
An open environment is required for the success of an organization. The organizational
environment should have meritocracy, fearless, justice, speed imagination and accountability. It is
the job of the HRD professional to inspire the employee to perform better ones this environment
is created in the organization.