Human Resource Development (HRD): Introduction, Job Description and Responsibilities.

What is Human Resource Development (HRD)? 

HR stands for Human Resources. This is the department that manages your employees and their benefits. They make sure that you have enough staff to get things done and they help you keep track of who has what access to what information. The human resource (HR) development is the process of developing people who are capable of performing their job effectively. HRD (Human Resource Development) has been defined as “the process of creating people who are knowledgeable, skilled, creative, innovative, confident, ethical, responsible, compassionate, and reflective.” This includes training them to perform their jobs better, providing them with the necessary tools and equipment, and helping them develop into leaders. 

Job description of Human Resource Development HRD:

HRD includes the following activities: recruitment, selection, training, development, compensation, benefits, performance management, career planning, organizational design, succession planning, employee relations, and exit counselling. The purpose of this job description is to provide a summary of the responsibilities and duties of the position. The human resources department is responsible for providing the necessary tools and services to ensure the success of an organization. They provide guidance and direction to employees regarding the company’s policies and procedures. In addition, they help develop employee skills and abilities through various programs and activities 

Roles of Human Resource development(HRD): 

  • HRD involves the creation of conditions that enable people to perform their work effectively and efficiently. This includes training, education, and development programs. 
  • It is not just about creating jobs but rather developing individuals who can contribute to society. 
  • HRD is a critical element of any organization’s strategy. It helps organizations achieve their goals and objectives. 
  • HRD is a strategic management tool used to improve organizational performance. 
  • HRD is a core function of any organization. It is the responsibility of the top leadership team to ensure that HRD is being implemented properly. 
  • HRD is a major factor in determining whether an organization succeeds or fails. 

Duties and responsibilities of Human Resource Development: 

  • To provide the necessary skills, knowledge, attitudes, values, and behaviour that enable students to become productive members of society. 
  • To prepare individuals to meet the challenges of a rapidly changing world through the development of critical thinking and problem-solving skills. 
  • To develop the ability to work effectively with others toward common goals. 
  • To foster an appreciation of diversity and cultural pluralism. 
  • To encourage students to seek out opportunities to participate in community service activities. 
  • Develops and implements policies and procedures related to Human Resources. 
  • Provides leadership and guidance to staff members regarding Human Resources issues. 
  • To install in students a sense of responsibility for their own learning and development. 

Also read: Business Development Jobs: Different Positions with a Job Description

The following are the top 15 skills for human resource development (HRD):

If you want to pursue a career in human resource development(HRD), here are some of the essential skills you should possess:

  • Communication skills
  • Decision-making skills
  • Training and developmental skills
  • Empathic skills
  • Finance skills
  • Organisational skills
  • Business management skills
  • Leadership skills
  • Strategic thinking skills
  • Multi-tasking skills
  • Relationship skills
  • Teamwork and collaboration skills
  • Onboarding skills
  • Risk management skills
  • Intercultural sensitivity & language skills

Human Resource Development Purposes

Human Resource development
Human Resource Development (HRD): Introduction, Job Description and Responsibilities. 3

Some of the most significant roles of human resource development (HRD) include the following:

1. Performance Evaluation:

A important responsibility of the HRD is the performance assessment or merit rating of employees.  This is required by the HRD in order to compare the relative efficacy of different workers as shown by their job performance. Job evaluation is concerned with rating the job to be done, whereas performance appraisal, often known as merit-rating, is concerned with rating the workers on their jobs. This responsibility falls on HRD to evaluate and categorise variations in work standards among employees.

2. Employee Training:

The HRD’s next responsibility is to provide the proper training to its personnel or employees. The foundation of effective human resource management is considered to be training. An employee’s knowledge and capacity to perform a task are improved via training. Personnel should be trained deliberately and scientifically if they do their responsibilities successfully and efficiently.

3. Executive Development:

Facilitating executive advancement inside the organisation is a key responsibility of HRD. A programme called executive development helps executives achieve their goals. The programme must be connected to the expansion of several interconnected issues, variables, and demands.

Executive capabilities refer to the unique skills of existing and future managers at various management levels. The aims of the business, the executives, and the individuals who will be in charge of them are all included in the anticipated objectives.

4. Career Development and Planning:

The building of an organisational framework enabling employees to advance and broaden their careers from the time they begin working for the company until they retire is a component of career planning and development.

5. Success planning and development:

Additionally, the HRD must be able to properly plan and grow the company’s operations. It must plan and enhance every part of its business in order to accomplish this goal.

6. Organizational Development and Change:

Another crucial function of HRD is the growth and transformation of organisations. Organizational diagnosis, team building, task force formation, and other structural and process interventions including role development, job enrichment, and work redesign are all included in this approach.

7. Religious and social values:

The HRD manager should plan social and religious events so that staff members can interact with one another and learn from one another. Thanks to such initiatives, employees can share personal information, be open-minded, and discuss their skills.

8. Participation in Quality Circles:

A self-governing team of workers, with or without management, forms a quality circle and meets regularly to identify, evaluate, and resolve issues in their line of work. Through this voluntary problem-solving process, employees may learn how to make decisions and solve problems from one another.

9. Encourage employee involvement in management:

Employee participation in management enables management and employee representatives to discuss and exchange ideas and perspectives during the organization’s collaborative decision-making process. Making choices together creates a space for growth and learning for all parties. HRD managers should therefore urge staff members to participate in the administration of the company.

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Author: Admin

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