IMPORTANCE OF HRD IN

HRM

Submitted by: Submitted to:

Arunabh Gogoi Pankaj Sahu Sir

Anurag Dutta
Ayush Bhowmick
CONTENTS
1. WHAT IS HRM ?
2. WHAT IS HRD ?
3. IMPORTANCE OF HRD IN HRM
4. CONCLUSION
WHAT IS
 Human resource management (HRM) is the practice of recruiting,
hiring, deploying and managing an organization's employees.
HRM is often referred to simply as human resources (HR). A
company or organization's HR department is usually responsible
for creating, putting into effect and overseeing policies governing
workers and the relationship of the organization with its
employees. The term human resources was first used in the early
1900s, and then more widely in the 1960s, to describe the people
who work for the organization, in aggregate.
 HRM is employee management with an emphasis on those
employees as assets of the business. In this context, employees
are sometimes referred to as human capital. As with other
business assets, the goal is to make effective use of employees,
reducing risk and maximizing return on investment (ROI).
 The role of HRM practices are to manage the people within a
workplace to achieve the organization's mission and
reinforce the culture. When done effectively, HR managers
can help recruit new professionals who have skills necessary
to further the company's goals as well as aid with the training
and development of current employees to meet objectives.
 A company is only as good as its employees, making HRM a
crucial part of maintaining or improving the health of the
business. Additionally, HR managers can monitor the state of
the job market to help the organization stay competitive. This
could include making sure compensation and benefits are
fair, events are planned to keep employees from burning out
and job roles are adapted based on the market.
WHAT IS HRD
 HRD refers to employee training, career development,
performance development, mentoring, coaching, tuition
assistance and other activities that are related to
developing a workforce. HRD is considered the key to
higher productivity and better productivity because it
helps employees develop the knowledge, skills and
attitudes an employer wants in its employees. It can also
increase job satisfaction for employees and open lines of
communication among team members.
 You have two options for human resource development:
formal training or informal training.
1. Formal training
 Formal training could include in-class training, planned organizational
changes or college courses that could add value to your company. Some of
the most common workplace training topics include:
 Sexual harassment and discrimination prevention: Discrimination
prevention as well as sexual harassment prevention training has increased
in popularity in recent years
 Safety and risk management: The Occupational Safety and Health
Administration (OSHA) requires that employees receive safety orientation
training, even temporary workers
 Equal employment opportunity and diversity training programs: In
order to reduce legal risks and meet business goals, it is beneficial to
provide a strong supervisor training program that addresses how to motivate
a diverse workforce
 Supervisor training: Consider training both new and seasoned supervisors
on topics like hiring and promoting, performance evaluations and discipline
and termination.
2. Informal Training
 HRD can include informal training as well, such as internal
training and development classes taught by a consultant or
internal staff. It could also include employee coaching or
mentoring by a manager or more senior staff. 
 Internal management training is critical to helping employees
develop their strengths and contribute to an organization. This
type of HRD training could be provided through book clubs at
work, coaching from the manager’s supervisor or more
challenging work assignments. It could also include self-study,
classes, internal work assignments and field trips. The key for
success in these programs is that the information, discussion,
training topics and shared reading is educational and helps
build the team.
IMPORTANCE OF HRD
 The basic need for human resource development is to develop
competencies in individuals at all levels in the organization.
 The goal of human resources operations is to increase the individual's
culture, and the development of his principles and values, in order to
increase the ability to adapt to the environment that surrounds him, which
contributes to increasing his overall effectiveness.

 The main objectives of human resource development systems are to

develop:
 The capabilities of the employees in relation to their expected future
responsibilities.
 Cooperation between the various units of the organization.
 Team spirit and performance in every organizational unit.
 The dyadic relationship between employees and their supervisor.
 Overall health and self-renewing capabilities of an organization.
 Human resource development also helps to create a culture of
efficiency in the organization and leads to increased
organizational effectiveness.
 HRD develops new skills, knowledge and attitudes of the
people in the concerned organizations and makes people more
competent. 
 Human resource development creates the acceptability toward
change as well as an environment of trust and respect.
 HRD helps to collect objective and useful data on employees'
programs and policies that facilitate better human resource
planning.
 The importance of human resource development can be
divided into three sections:
 Importance of HRD to employees

Working in human resource development helps to achieve many

benefits for individuals, including the following:
 HRD provides employees with the right climate to increase per
capita production.
 HRD works to bring out the forces that drive individuals to achieve
themselves.
 HRD helps to satisfy individuals' basic needs, motivates them to
find jobs that challenge their capabilities.
 HRD notifies the individual differences, which helps to take
advantage of that in completing tasks, through assignments that are
commensurate with those differences.
 HRD helps develop individuals, which helps increase their ability
and desire to assume responsibilities.
 Importance of HRD in a Community Setting

Human resource development in community settings is often

implemented by NGOs, with training as the main tool.
 The importance of human resource development at the
community level can be summed up in two points, namely:

 HRD helps spread the spirit of cooperation among the

community so that they can improve production efficiency and
make use of resources.
 HRD helps to raise the group's ability to analyze problems,
then develop appropriate solutions.
 Importance of HRD at an Organizational Level

Human resource development aims to improve performance and productivity

in an organization by increasing knowledge, competencies, skills, and attitudes.

 HRD provides employees with greater opportunity for growth and success
within the organization and for strengthening management and the professional
team at all organizational levels.
 HRD process contributes to achieving the good performance of the organization
as a whole and helps to increase the valuation of shares.
 The importance of human resource development at the organizational level can
be summed up in two points, namely:

 The success of human resource development in one part of the organization

helps its application to the remainder of the other parts of the organization.
 HRD helps increase the organization’s effectiveness and its ability to face the
competitions around it.
CONCLUSION
To conclude, HRD is an essential ingredient of any
human resource system poised to achieve productivity,
quality, efficiency and effectiveness HRD is like an
insurance policy; one has to keep the premium high. A
value based principled life supported by consistent hard
work and dedication can help an individual to achieve
his dreams.