FOUNDATIONS OF HRD

Foundation of HRD



Foundations of HRD

Chapter 14

HRD (human resource development) can be defined as the implementation of the policies of recruiting or training under the guidance of the strategic structure and development objectives. It participates in the development of the employment policy of the company and can coordinate a team or lead a service. Human resource development acts as the change facilitator undoubtedly as its fundamental task is to help individuals and teams to gradually converted to the desired position to change, analyzing their own frame of reference, developing their skills under the new situation and making those capabilities in successful actions, then accompanying the human resource in three dimensions Learning, Improvement and Alignment in the shortest time span and in the lower cost.But human resource development is more of a change leader in organizations rather than change facilitator as the by giving trainings etc the HRD helps the human resource to learn things but after learning new things the human resource also take an initiative to experiment the new things, In today's world the things are changing very rapidly to get an edge in the market the company has to be competitive and has the ability to adapt that change ,only only adapt it but respond to that in the best possible way. This skill is required more in today's competitive work environment, through HRD the change agent skills are taught in order to lead not only selves, groups and but also to the entire organizations by implementing them. HRD guides their human resource how to deal with the changes occurring in the competitive environment and make them learn to think proactively, visualizing the future, clearly communicating with their surroundings, and quickly learn new things and not just learn them but lead the market but implementing quickly in the competitive world (Swanson, 2009).

Due to the competitive environment the technology, human resources etc are changing very rapidly, organizations in order to compete with the global world challenges develop their human resources in the best possible way, guide them and make them learn with emerging changes, skills and knowledge, this is the responsibility of the employees to implement them in the best possible way so that their performance enhances resulting in the overall enhance in the company's performance (Swanson, 2009).

Chapter 15

OD stands for organization development; it is basically the process of implementing the change occurs in the organization in the systematic way, and its main purpose is to improve performance. The three principles of practicing the good organizational development are as followings everyone needs a personal growth and development, approval of the people, uniformity in groups as team work is important because of it group work becomes more efficient through development of internal cooperation within the group and the last one is the approval of people/employees, uniformity in the organization like changes in one subsystem organization leads to changes in other (related) organizational subsystems, In most organizations, the level of interpersonal support, mutual trust and cooperation are necessary, organizational structure ...