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A HISTORY OF HUMAN RESOURCE DEVELOPMENT 

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A HISTORY OF HUMAN RESOURCE DEVELOPMENT 

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A greek seminar programm on HR managment

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Διάρκεια: 50 ώρες
Κόστος: € 595

Ώρες Διεξαγωγής Σεμιναρίου:
Καθημερινά: 10.00-13.00, ή 13.00-16.00, ή 16.00-19.00, ή 19.00-22.00
Σάββατο: 10.00-14.00

Με την παρακολούθηση του σεμιναρίου, σας προσφέρουμε επιπλέονΕΝΤΕΛΩΣ ΔΩΡΕΑΝ:

* Βεβαίωση Παρακολούθησης ΚΔΒΜ1 (με την Πιστοποίηση του ΕΟΠΠΕΠ)
* Σύνδεση με το Γραφείο Καριέρας της Hellas Network

ΕΚΠΑΙΔΕΥΤΙΚΗ ΥΛΗ Human Resources Management (50 ώρες):

* Τι είναι η Διαχείριση Ανθρώπινου Δυναμικού (HRM)
* Ορισμός της διαχείρισης ανθρώπινων πόρων
* Το πεδίο εφαρμογής της διαχείρισης ανθρώπινων πόρων
* Διαδικασίες Διαχείρισης Ανθρώπινου Δυναμικού
* Δεξιότητες των επαγγελματιών του ανθρώπινου δυναμικού
* Ο ρόλος του HRM στη Διαχείριση Απόδοσης
* Στρατηγικές προσλήψεων που ακολουθούν οι Οργανισμοί
* Στρατηγικές διατήρησης Ανθρώπινου Δυναμικού
* Σχεδιασμός Ανθρώπινου Δυναμικού
* Πώς η Διαχείριση Ανθρώπινου Δυναμικού Διαχειρίζεται την Απόδοση του Εργαζομένου
* Εκπαίδευση - Ανάπτυξη Ανθρώπινου Δυναμικού
* Στρατηγική Διαχείριση Ανθρώπινου Δυναμικού
* Παγκόσμια Διαχείριση Ανθρώπινου Δυναμικού
* Σύστημα Πληροφοριών Ανθρώπινου Δυναμικού
* Συμβουλές για αποτελεσματικό HRM

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σεμινάρια διοίκησης

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σεμινάρια hrm

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σεμινάρια ανθρωπίνου δυναμικού

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σεμινάρια διοίκησης ανθρωπίνου δυναμικού

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Διάρκεια: 50 ώρες Κόστος: € 595 Ώρες Διεξαγωγής Σεμιναρίου: Καθημερινά: 10.00-13.00, ή 13.00-16.00, ή 16.00-19.00, ή 19.00-22.00Σάββατο: 10.00-14.00 * Βεβαίωση Παρακολούθησης ΚΔΒΜ1 (με την Πιστοποίηση του ΕΟΠΠΕΠ)* Σύνδεση με το Γραφείο Καριέρας της Hellas Network * Τι είναι η Διαχείριση Ανθρώπινου Δυναμικού (HRM)* Ορισμός της διαχείρισης ανθρώπινων πόρων* Το πεδίο

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Why is HRD so important? This article answers that.

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Everything you need to know about the importance of human resource development. Human resource development is a newly emerging study in the field of management. This newly emerging study in the field of management is fast driving out the traditional term personnel management' and substituting a new term 'human resource development'.Though development of human beings has been in existence in one form or another since time immemorial, a systematic and planned approach to HRD in the company form of organisation emerged in the latter half of the 20th century.
HRD is the process of helping people to acquire competencies. In an organisational context, HRD is a process by which the employees of an organisation are helped in a continuous and systematic way to -

(a) Acquire or develop capabilities required to perform various functions relating to their present and future roles.

(b) Improve their general capabilities as individuals, discover and exploit their available potential for their own and organisational development purpose.

(c) Improve supervisor-subordinate relationship, teamwork and collaboration among different departments in an organisational culture and to contribute to the welfare, motivation and pride of employees. Human resource development therefore is defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organisation's workforce as well as the values, attitudes and beliefs of the individuals involved.

The importance of HRD can be judged by observing the following points:-

1. Restructuring of Organisations 2. Global Competition 3. Technological Changes 4. Employee Empowerment 5. Outsourcing 6. Compensation to Top Management 7. Job Satisfaction 8. Employee Turnover 9. HRD Research.

Additionally, learn about the importance of HRD signified by a Chinese Philosopher, Guanzi, and according to him, the importance of HRD includes:-

1. People Commitment 2. Improved Employee Performance and Learning Capacity 3. Improved Organizational Effectiveness 4. Improved Communication and Involvement.

Importance of Human Resource Development: 9 Major Points

Importance of Human Resource Development - Restructuring of Organisations, Global Competition, Technological Changes and a Few More

Out of production resources human resource is a live and generating resource. It is required to be developed with the development of technology. For effective working it is needed to develop their competencies to improve overall effectiveness of the organisation. In the modern times, management has grown very complex and it has acquired new dimensions.

So to tackle the new challenges management has recognized the development of competency of people, coordination between people at different levels, minimizing production cost and improving productivity. The priority in personnel management has changed vastly. Now the tasks of framing rules, regulations and standing orders have been changed to promote the motivation generating factors and minimize the de-motivating factors for maximum capacity utilization.

HRD is the process of helping people to acquire competencies. In an organisational context, HRD is a process by which the employees of an organisation are helped in a continuous and systematic way to -

(a) Acquire or develop capabilities required to perform various functions relating to their present and future roles.

(b) Improve their general capabilities as individuals, discover and exploit their available potential for their own and organisational development purpose.

(c) Improve supervisor-subordinate relationship, teamwork and collaboration among different departments in an organisational culture and to contribute to the welfare, motivation and pride of employees. Human resource development therefore is defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organisation's workforce as well as the values, attitudes and beliefs of the individuals involved.

Human resource development process is facilitated by mechanisms or sub-systems like performance appraisal, training, organisational development, potential development, job rotation, welfare and reward. People are helped to acquire new competencies through the various systems continuously.

Personnel management has to deal with the inter-active policies, techniques and procedures that together can help to develop the human resource of an organisation. Line managers and staff personnel can cooperate to make sure that all these activities are planned and administered with the aim in mind.

Since every achievement in every activity is related to human resource, it is important that a department is created within the organisation to serve continuously the areas of human resource development.

In present rapidly changing and competitive environment it has become very difficult to survive, grow and excel in business. Further this has been exaggerated by entries of MNCs in Indian market. To tackle this situation it is only possible through development of human resource. Organisations those have developed their human resource have become successful in still competitive situation.
The importance of HRD can be judged by observing the following points:
Importance # 1. HRD and Restructuring of Organisations:

In past in most of the companies the organisational structure was very complicated. There were many hierarchy levels from top to bottom. The authority used to flow from boss to the person at lower levels in more time. It used to reduce the effectiveness of the structure. Now due to development of managerial skills the focus is on flat organisation.

Management is interested to increase the span of control and make organisation flat and wide by reducing the number of layers of subordinates. This has proved successful in present time. Further, the departments are formed not on the basis of functional specialization but on the basis of products and services. HRD has made these structural changes possible.

Due to liberalisation of world economies many multinational corporations have entered in different countries through export, licensing, consultancy, collaboration, joint venture, merger and acquisition and foreign direct investment. These have increased the level of competition in almost every country. It has become difficult to carry-out the business effectively. It has become a question of bread and butter for everybody in business.

Now focus has been shifted towards development of competencies of employees. Organisations with competent and motivated manpower have proved themselves by giving better performance in quantity, quality for products and services. They are enjoying leader position in the market. Now importance of competent human resource has been realized to a great importance.

Due to development of science and technology industrialization started. Further improvement in these brought better machines and techniques. Due to globalisation pressure the focus is on cost reduction, short production time, quality of products and services. In this situation unskilled person cannot deliver the goods as per expectations.

They will be facing a lot of difficulties to work on the latest technology. Unless a person is trained the quality and quantity of performance cannot be improved even the organisation may have machines and equipment of latest technology. With the latest technologies people can work at distance or at home also.

This has accepted outsourcing of functional areas. To survive in this critical situation again support of trained and motivated people is required. Without development of human resource it is not possible in present time to stay in competition with multinational corporations. This has increased the importance of competent human resource in the market across the world.

In present global markets the MNCs are operating a number of foreign subsidiaries located in different countries. For example, a company based in USA, having its foreign subsidiaries in China, India, Brazil and Australia and involves a long distance. It has become very difficult to manage these units from its corporate office located in New York.

It has been felt that such type of business can be managed if company is having motivated, talented and dedicated manpower. This is not possible to get such type of manpower. For this management has to put sincere efforts to procure, develop and motivate employees.

This dream can be converted into reality through human resource development process only. After this only the company can vest its employees with more authority, increase their accountability. This leads to empowerment of employees only through HRD.

In present time it has become a need of the business to provide goods and services with lower cost. This compelled many companies to outsource their non-core activities. This helped to develop the concepts of tele-working and flexible timing. Now focus has been shifted to physically handicapped workers, women and workers from rural and backward areas.

They are forming a larger portion of working force and they can work at distance with flexible time. This contributes to cut down in house costs. Hence the need for training and development of such workers has been felt at micro and macro levels. Through proper training and development activities these workers can contribute to a good extent in cost reduction in operations.

Top management compensation in US firms is fixed as per shareholder value. If the value of shares of the firms increases then the compensation packages of top management will be increased. This keeps the managers motivated and triggers them for good performance. To achieve good performance from employees and of organisation as a whole the importance of higher level of skills and competencies is realized.

Human resource development process contributes to achieve good performance from employees and of organisation as a whole and helps to increase value of share of shareholders. This approach has not been adopted in India until now but in future it may be accepted.

Organisation where favourable climate for learning is created and facilities for training and development, career development and proper guidance are provided the employees take initiative to learn more. This way they attempt to improve their skills, knowledge, aptitude and competencies. With higher degree of talents they are in position to perform their tasks without any difficulty. They get higher degree of job satisfaction. This provides solution to many labour problems and helps to maintain good industrial relations in that organisation.

Through HRD efforts the employees become competent and motivated. They work in a good organisational climate. They are satisfied at their work and facilities provided to them. They know their career path and try to achieve through sincere efforts. They would like to stay with the organisation for a longer period. In the present competitive environment it is difficult to procure good employees but it is more difficult to retain them.

Through HRD process the firms retaining their employees get competitive advantage by cutting labour costs. Further the firms get rid of hardly working employees by motivating through HRD process. The level of commitment and sense of responsibility in employees develop. This gives long-term positive impact on the business of the firm.

To manage the business more effective and better than their competitors the management of the firms has realized that HRD process can help them a lot. Further to find out more and better HRD methods and intervention, research in HRD areas is needed. It is possible when the top level management is having HRD-oriented approach.

From the analysis of the above mentioned point it has been accepted that the HRD process is very important. In future its importance will increase further. It is very difficult to ignore HRD function in a multinational corporation operating in different foreign subsidiaries.

Importance of Human Resource Development (with Basic Principles of HRD)

Human resource are the assets which do not find a place for mentioning in the balance sheet of a company. But it is one of the past important assets as human resources are a resource of production as well as they are illusion of other resources of production like a material, machines, money etc.

Any investment made on training and development of people is sure to show the results in the years to come. The results of any HRD plan or scheme appear in long term. When we deal with development of skill, knowledge and attitude, the progress and development is a very slow process but not an indefinite process.
The development of people for modification and improvement in skill, knowledge and attitude has the following characteristics and hence it is likely to be a slow process:
1. It depends upon the quality of training. How the HRD effort will be planned and HRD schemes implemented.

2. It depends upon the definition of objectives which may be called "learning objective". If HRD schemes have clear cut learning objective, the HRD plan or programme is sure to yield better results.

3. If systematic and proper evaluation explain is done we would be able to assess the effectiveness of the plan. If evaluation is not systematically done, the information will not work as data for improvement in future programmes.

The development of people is to be viewed properly, giving weightage to the culture of the organisation in which people are growing. The environment and cultural values of the organisation would have a very significant bearing upon people's conviction whether the development is desirable and felt necessary by the people themselves.

Organisations need to be dynamic and growth- oriented to sustain in the competitive environment. This is possible only through the competence of the human resources. To cope with the fast changing environment, organisations need to review their HRD approaches continuously. HRD is neither a concept nor a tool, but is an approach using different personnel systems, depending upon the needs and priorities of the organisation. The basic assumption is the belief in human potential and its development by providing a suitable and congenial environment.

Concern for development of people have become important for two compelling business reasons.

Firstly, competitions in the business has forced attention of organisations on cost of operations, sensitivity to market demands. These aspects of business cannot be served without full and sympathetic involvement of people at work.

Secondly, consideration arises from the impressive developments in science, engineering and technology. The new production technology, automation and application of electronic control systems has changed the ratio of skilled and unskilled jobs.

New systems require new skills and certain minimum educational qualifications. They need continuous up gradation of skills. Thus, development of people, decentralisations of decision making, flatter and different management practices than those followed in the past have become necessary for survival of business. HRD initiatives meet the need of these business imperatives.

The ultimate purpose of HRD activities is "to make a difference" in the real world of costs, quality, quantity, accuracy and timeliness. HRD activities, as such, do not reduce costs, improve quality or quantity, or benefit the enterprise in any way. It is the on-the job applications of learning that ultimately can reduce costs, improve quality, and so forth. Each human being is born as something new, something that never existed before. Each is born with the capacity to win in life, each has his own unique potentials, capabilities and limitations.

HRD is an approach founded on the belief that people are capable of growth given an environment that facilitates individual growth. Growth is, therefore, important for organisational growth. HRD is to make a person, a total person in terms of skill, maturity, competence, self-awareness, adjustment to the environment, and confidence. HRD can be seen as a philosophy rather than as a programme. HRD is for both which prevents growth and which leads to growth.

HRD is a process by which people in various groups are helped to acquire new competence continuously so as to make them more self-reliant and simultaneously developing a sense of pride in them. HRD is an approach to the systematic expansion of people's work-related abilities, focused on the attainment of both organisational and personal goals. HRD means an organised learning experience, within a time frame, with an objective of producing the possibility of performance change.

In the organisational context, HRD is a process in which the employees of an organisation are continuously helped in a planned manner to -

1. Acquire or sharpen their capabilities that are required to perform various functions associated with their present or expected future roles;

2. Develop their general capabilities as individuals, so as to discover and exploit their inner potentials for their own or organisational development purposes;

3. Develop organisation culture in which superior- subordinate relationships, team work and, collaboration among sub-units are strong and contribute to the professional well-being, motivation and pride of employees.

HRD consist of three Cs - competencies, commitment, and culture. All three are needed to make an organisation function well. Without competencies many tasks of the organisation may not be completed cost effectively or with maximum efficiency. Without commitment, they may not be done at all or are done at such a slow pace that they lose relevance. Without an appropriate culture, organisations cannot last long. Culture provides the sustaining force and spirit for organisations to live. It provides the oxygen needed for them to survive. Its utility comes to the force specially when organisations are in trouble.

Many people are not very clear as to the difference between HRD and personnel functions. As a result, personnel managers are automatically being designated as HRD managers performing personnel and industrial relations function. Indian Oil Corporation. (IOC), one of the leading public sector undertakings, has successfully implemented its HRD programme and has achieved worthwhile results.
The basic principle of HRD philosophy is the belief in:
(i) Human potential and its development;

(ii) Optimum utilisation of human resources; and

(iii) A harmonious balance between business strategy and HRD strategy, i.e., strategic planning and HRD should go hand in hand.

HRD is thus the responsibility of both line managers and HRD/Personnel specialists. It is a co-operative and massive effort in the organisation.
There are four basic partners of development vis.:
(i) The self (the individual);

(ii) The immediate superior (boss);

(iii) HRD department and

(iv) The organisation.

There are six units in an organisation which are concerned with HRD.
These are:
(i) Person (employee);

(v) Inter-team;

(vi) The organisation.

Importance of Human Resource Development

Human resource development is a newly emerging study in the field of management. This newly emerging study in the field of management is fast driving out the traditional term personnel management' and substituting a new term 'human resource development'. Though development of human beings has been in existence in one form or another since time immemorial, a systematic and planned approach to HRD in the company form of organisation emerged in the latter half of the 20th century.

In the past, training of employees was considered as the only way of development of human resources. However, in these days, HRD has emerged as an interdisciplinary and integrated approach to the development of human resources.

The concept of 'human Resource Development' (HRD) was first introduced by Leonard Nadler at a Conference held in 1969 in the U.S.A. According to him, human resource development constitutes "those learning experiences which are organised for a specific time and designed to bring about the possibility of behavioural change".

The important aspects of human are knowledge, skills, creative abilities, talents etc. plays an important role in deciding the efficiency and effectiveness of an organizations workforce. However the human resource development improves the utilization of human resource and in developing their skill, knowledge, creative abilities, talents etc.

The efficient and effective performance of an organization depends not only on the available resources but its quality and competence as required by the organization from time to time. The efficiency and effectiveness of various areas of management depends to a greater extent on the level of human resource development.

HRD have a great significance in the fast changing organizational and environmental changes like new techniques /technology unprecedented increase in competition, economic liberalization, globalization, multinationals social, political, cultural, educational etc. For fast adaptability of these changes requires development of human resources.

For keeping the organization dynamic and updated human resource must be developed. The importance of human resources to a nation and to industry depends upon the level of its development. Organizations to be dynamic, growth oriented and fast changing should develop their human resources. The competent human resources can be dynamic in an enabling culture.

Thus the organization can develop, change and excel only if possess developed human resources. It becomes clear that HRD plays significant role in making the human resources vital, useful and purposeful.

In a recent economic liberalization and in dynamic environment HRD plays a significant and crucial role. HRD to be effective should be based on excellent human resource planning, recruitment and selection and on effective HRA requirements. All these base factors enable the organizations to develop its human resource efficiently.

Every organisation needs HRD if it wants to become dynamic and growth-oriented and succeed in a fast changing environment. It can become dynamic and growth-oriented only when it applies the process of HRD.
The importance of HRD may be ascertained from the following points:
1. HRD improves the competencies of the people by making them aware of the skills required for job performance and by increasing the clarity of norms and standards.

2. HRD improves communication system in the organisation so as to enable each employee to understand his role better and become aware of the expectations of other employees from his role.

3. HRD helps the organisation in procuring the right people at the right time and placing them at the right place.

4. HRD improves employees' commitment to their jobs because of greater objectivity in the administration of rewards.

5. HRD improves problem-solving capabilities and adaptation skills of employees. They become more pro-active and innovative and more prone to risk-taking.

6. HRD provides an opportunity to the employees for their continuous and all-round growth through succession planning and career planning.

7. HRD improves collaboration and team-work among employees. The employees become more open and authentic in their behaviour.

8. HRD develops greater trust and respect for each other among the employees, and thereby generates new values among them.

9. HRD generates lot of useful and objective data on employees which facilitate better human resource planning and control.

The ultimate outcome of HRD is that the organisation becomes more effective. It achieves new height in terms of productivity, cost reduction, growth, diversification, quality, profit and public image. Organisation which make their employees grow themselves continuously also grow and succeed better.

However, one should not expect that these results of HRD occur in a short period. In case these results do not appear even in a reasonably long period, then one should question the qualitative and quantitative adequacy of the HRD system. It should be remembered that the best HRD outcomes at any given point of time do not indicate that they would continue for all times to come. Therefore, the result of HRD should be continuously watched, strengthened, revised and renewed.

1. HRD is needed to develop a workforce that is capable of functioning productively even during changing market conditions and intense competition.

2. HRD boosts employee morale, builds their confidence and helps them derive more job satisfaction.

3. HRD helps to maintain and retain efficient employees.

4. It is the HRD process which trains employees to adopt modern technological innovations.

5. HRD is necessary to utilise the skills, knowledge and talents of the human resource in the best possible way.

6. HRD helps in business diversification by preparing the employees to take on additional duties and responsibilities in different areas of work.

7. HRD treats human beings with dignity and cares for their safety and emotional health, thereby giving them psychological satisfaction and self-esteem.

8. It provides a cordial work environment and promotes teamwork and cooperation between employees.

9. HRD seeks to provide maximum opportunities for personal and career growth of the employees and makes them an invaluable asset of the organization.

10. HRD helps the organization to achieve its goals and objectives by linking employee growth with organizational development.

Importance of Human Resource Development - As per Chinese Philosopher, Guanzi

One can imagine very well the importance of HRD as Guanzi (Chinese Philosopher) wrote -

"When Planning for One Year, there's nothing better than planting grain, when planning, there's nothing better than planting trees, when planning for a life time, there's nothing better than planting men."

1. People Commitment:

Organizations that embrace the fundamentals of HRD realize the importance of their human resources and focus their efforts on providing employee security, choosing, hiring training and retaining the right people for the right tasks, rewarding and valuing employee effort, providing a degree of employment security. Employees whose basic personal and development needs are met are committed employees who translate the positive effects of HRD efforts into improved productivity.

2. Improved Employee Performance and Learning Capacity:

Organizations that strongly focus of training and improving the skills, values, attitudes, perspectives and knowledge of their workforce are more likely to retain employees that utilize their full potential and contribute it to the benefits of the organization.

3. Improved Organizational Effectiveness:

HRD focuses on continually motivating and improving the competencies, dynamism and effectiveness of its employees, developing positive attitudes and problem solving skills, upgrading individual and collective experience knowledge and perceptions, and enhancing their competitive skills. These and similar activities fine time employees to align and integrate their personal goals with organizational goals.

4. Improved Communication and Involvement:

According to Juani Swartetal, HRD improves intra organizational communications and employee involvement, HRD Practices are committed to measuring and continually improving the organizational culture, enhancing teamwork, and improving involvement and participation activities.

Importance of Human Resource Development - With Ethical Issues

The HR manager's role in building an ethical climate in the organization is noteworthy. The HR manager from the very start needs to carefully sieve applications for jobs, reject those who are prone to indulge in delinquency and hire those who can erect a value obsessed organization. Hiring ethically strong employees is only the inauguration of a tedious process, further the HR manager needs to establish mechanisms to ensure ethical conduct of employees is maintained at all costs.

To begin with, we need to define ethics which consists of moral principles overriding the right and wrongs of human behavior which are accepted by individuals or social groups. In other words, it is a code of behavior considered to be morally correct which guide the action of people and groups. Thus, ethical behavior is doing what is morally right.

Then, business ethics are the principles and standards that define acceptable conduct in business which are deemed moral by various stakeholders of the Organization. An alternative definition of Business Ethics is "the moral values which govern business activities and contains companies from pursuing the concerns of the shareholder at the expense of all other considerations."

Ethics and HRD are intrinsically inter-related because it is no the organizations which are unethical, it is the human beings that make an organization are unethical or ethical. Also, since the ends and means of any business activity is human beings therefore ethics has an important role to play as it directly benefits the human resources. Human rights are important as people have fundamental human rights and liberties - authority, retreat, principles, free speech, fair treatment, life, safety etc.

An ethically correct decision is one that best maintains the human rights of those affected. Thus a responsive firm is one which accepts that being ethical can pay off and practices ethical conduct. Ethics are a core value for them and permeate the whole organization.

There are certain issues that need to be addressed when we talk about ethics and principles. These ethical issues arise because of the nature of markets. Monopoly suppliers can exploit consumers and a monopoly buyer can exploit supply firms. Worldwide inequality of income can result in unethical practices.

It is a reality that ninety percent of world's income is concentrated in the hands of ten percent world's population. Rest ten percent is left with the ninety percent populace, therefore wanting to have more is what every individual aims to achieve and it is here that ethics has a role to play. Also, it is said that opportunity makes a thief therefore sound HRD can only help in this situation.
Ethical issues concerning HR are:
1. The employment of child labour and forced labour.

2. Production in sweatshops.

3. Violation of the basic rights of workers.

4. Ignoring of health, safety and environmental standards.

5. Bribery etc.

The list is not exhaustive, what is needed is an Ethical code of conduct for effective governance. Ethical Code is a set of principles governing morality and acceptable behaviors which cover responsible behavior towards society, employees and environment at large.

In order to keep a check on Organizations an Ethical audit of all the firms activities should be carried for the purpose of checking whether that ethical principles are being pursued and to what extent are actions are consistent with the organizations stated ethical intentions. This is important from HRD perspective as it -

1. Increases competitiveness of the firm.

2. Increases the Firms Brand Value.

3. Keeps the Employees morals high.

4. The employees give their best as they know the results will be unbiased.

5. It increases the productivity of the employees.

Each of us has our own set of principles and values that we have developed and inculcated over the course of our lives through our education, experiences and rearing. We all have our own ideas of what is right and what is wrong and these ideas vary between individuals and cultures as no two individual and culture is same.

An employee conveys his own concept of what is right and what is wrong with every decision that he make, for better or for worse. It is the application of these values that is reflected. But it is made more difficult by the pressures of organizational life where pressures of productivity, competition, and bosses make it really difficult to follow the ethical principles.

Managers are under pressure to make decisions which profit the organization and this at times calls for going against their own or society's values. There are issues like Law, Government Regulations, Industry and Company Ethical Codes, Social Pressures and tension between personal standards and the goals of the organization which affect decisions made on ethical problems.

The fundamental ethical principle guiding any organization holds that every human being is entitled to be treated not merely as a factor of production and a means to the achievement of the ends of others, but as a being priceless in his or her own right, as an end in himself or herself. Every individual is a sovereign ethical agent with free will and desires of his or her own.

Thus, the principle of respect for persons requires respect for individual autonomy. The benefits of HRD in inculcating ethical behavior cannot be undermined. HRD programs aimed at teaching ethics not only help individuals to become morally responsible employees but also make the Organization stand high in status.

Importance of Human Resource Development: 14 Major Points
The importance of human resource development can be explained in following ways:
1. Utilisation of individual's potential - The major assets of an organisation are its people. An organisation can make full utilisation of individual's potential by providing a developmental environment and opportunities by encouraging and rewarding innovativeness and creativity.

2. Improvement of problem-solving and skills - HRD focuses on problem solving and adaptation skills of employees. They become more innovative, proactive and risk taking. Resistance to change is reduced.

3. Improvement of Collaboration and Teamwork - HRD promotes collaboration and teamwork. Employees become more open and have trust for each other.

4. Fostering Growth - HRD provides an opportunity of continuous and all round growth of employees through succession and career planning. If an employee perceives a nurturing environment, automatically there would be a positive response to match individual aspirations with organisation's needs.

5. Identify Organisational Goals - Human resource development clears the way for identification with organisational goals through better employee understanding.

6. Providing greater Quality of Work Life - Human resource development presents higher quality of work life through opportunities of a meaningful career, job satisfaction and professional development.

7. Build Long Term Relationship - Human resource development policies are centered around and the extent of relationship under human resource development is life long and not merely for 8 hours a day.

8. Facilitate Communication between Management and Employees - Human resource development provides for two-way, open and interactive communication between management and employees.

9. Improve Communication System - HRD also improves the communication system in the organisation. Every member better understands the expectations of other members from his role.

10. Increasing Awareness - Human resource development increases awareness of the importance of change management and consequent adaptability of employees.

11. Generate Useful Data - HRD generates a bulk of useful data which facilitates human resource planning and control.

12. Foster Commitment - HRD fosters commitment through the communication of values. It improves employee commitment to the organisation due to greater objectivity in the administration of rewards. Contributions of employees are valued and rewarded in a better way.

13. Develop Competencies - HRD aid to develop competencies among individuals in the organisations that allow them to perform their present and future works thoroughly, by means of intended learning activities. Competency can be developed in people at any point of time and organisations must encourage competency enhancement.

14. Provide Job Enrichment - Human resource development provides job enrichment through training and the acquisition of new skills.

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Importance of Human Resource Development

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ADVERTISEMENTS: Everything you need to know about the importance of human resource development. Human resource development is a newly emerging study in the field of management. This newly emerging study in the field of management is fast driving out the traditional term personnel management' and substituting a new term 'human resource development'.

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On-the-job training refers to learning the aspects of a job while one is doing the job. An employee may know the basics of what the job requires, but specifics like which forms to use, where materials are stored, and how to access the computer systems may require on-the-job training.
Job shadowing is similar in that the employee watches another employee do the job in order to develop the proper skills.
Another form of development is intellectual or professional development, which includes college or certification courses or job-specific trainings and seminars related to how to do one's job better.

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Evolution of the "Human resource management and development " terms

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Evolution of the "Human resource management and development " terms

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HR development has the goal: to make better employees. The purpose of HR development is to provide the 'coaching' needed to strengthen and grow the knowledge, skills, and abilities that an employee already has. The goal of development and training is to make employees even better at what they do.

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The basic HRD process in a simple diagram

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Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.

HRD is one of the most significant opportunities that employees seek when they consider you as an employer. The ability, and encouragement, to continue to develop their skills help you to retain and motivate employees.

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A shrt video that explains what HRD is.