THE HUMAN RESOURCE DEVELOPMENT (HRD)
respond to change.
 Human Resource Development is the part
of human resource management (HRM) that
specifically deals with training and
development of the employees in the
organization.
 HRD concept was first introduced by Leonard
Nadler in 1969
 “He defined HRD as those learning experience
which are organized, for a specific time, and
designed to bring about the possibility of
behavioral change”.
HRD VS. HRM
 HRD is a sub section of HRM, HRD is a section
with the department of HRM.
 HRM deals with all aspects of the human
resources function while HRD only deals with
the development part.
 HRM is concerned with recruitment, rewards
among others while HRD is concerned with
employee skills development.
 HRM functions are mostly formal while HRD
functions can be informal like mentorships.
FUNCTIONS OF HRD
1. TRAINING AND DEVELOPMENT OF THE
EMPLOYEES
 Organizations that encourage learning, training
and development make an intentional effort to
improve not only current performance but also
the future performance of the employees.
By encouraging an employee to learn new skills and
develop, employees can:
 Ensure that their staff have the capabilities and
skills to enable them to be more effective in
the workplace
 Create an understanding of how to work more
effectively as part of a team.
 Ensure that the organization’s culture
emphasizes innovation, creativity and learning
 Ensure employees are flexible and able to
 Encourage acceptance of diversity so that
employees have a greater understanding at
each other.
THE TRAINING PROCESS
2. PERFORMANCE REVIEW AND APPRAISAL
 A performance appraisal (PA), also referred to
as a performance review, performance
evaluation, career development discussion, or
employee appraisal is a method by which the
job performance of an employee is
documented and evaluated.
 CHANGES IN PERSONNEL STATUS
Performance appraisals are a part of career
development and consist of regular reviews of
employee performance within organizations.
The performance appraisal process should:
 Tell top performers that they are evaluated by
their organization.
 Ensure that all employees doing similar jobs
are evaluated using the same standards.
 Help an organization identify its strongest and
weakest employees.
 Legally justify HRM decisions such as
promotions, bonuses, discipline and
redundancies.
 Encourage collaboration and co-operation.
Points to bring up in performance reviews
 Quality/accuracy of work
 Quantity of work/sales
 Dependability
 Attendance/punctuality
 Communication skills
 Ability to work as part of a team
 Compliance with company procedures
 Progress made toward professional goals
 Problem-solving skills
3. CHANGES IN PERSONNEL STATUS
 Changes in personnel or employment status
are bound to take place during the period of
employment.
 The objective is to find or assign the right
person to the right job.
EMPLOYMENT STATUS
 Regular employee
 Probationary employee
 Part-time employee
 Commission employee
 Casual employee
 Contractual employee
 TRANSFER
 PROMOTION
 DEMOTION
 SEPARATION/TERMINATION
FACTORS NEED TO CONSIDER IN
CHANGE OF PERSONNEL STATUS
 Mentoring
 Career Counseling
 Turn Over