| HRD assumes new significance with inescapable | | | | nothing to do with profit or loss of the |
| competition facing in the international | | | | organizations but essentially deals with the |
| markets. The organisations need to address | | | | problems and solutions of workforce of |
| the professional manpower needs of the | | | | companies. This faculty with commercial |
| industry.What is Human Resource?Human | | | | inclinations and social existence has a |
| Resource is the actual workforce, including | | | | bright future in the forthcoming years, when |
| sometimes the potential workforce, of an | | | | business giants will have developed more |
| organisation.Another meaning of the term | | | | insight of human capital.PracticesThe |
| Human Resource is the contribution to an | | | | following HRD practices may be developed, |
| employing organisation, which its workforce | | | | implemented and practiced for the better |
| could provide in efforts, skill and knowledge | | | | working in every organisation to meet the |
| etc.Human Resource and Human Labour are two | | | | global requirements. They are given as |
| terms closely associated with each other; | | | | follows:Investing in human resource |
| both are contributory processes in production | | | | developmentThe ability to successfully its |
| of any organisation. Generally these terms | | | | mission rests on the shoulders of the people |
| have close links with economics. In the terms | | | | who carry out its work. The caliber of its |
| of political economy and economics, human | | | | human resource is, therefore, prerequisite |
| resources are labeled as labour, one of three | | | | for organizational success. Consequently, the |
| components of production. In the corporate | | | | organisations consider investing in human |
| world the term conveys its traditional | | | | resource development (HRD) as a core |
| meaning.Contemporary studies reveal that | | | | organizational strategy. It therefore, |
| human beings are not anticipated product | | | | devotes considerable energy to the training |
| "resources" with any commercial inclinations, | | | | and education of its leader, staff and |
| but are creative and social beings that | | | | partners.However, the company should take |
| contribute beyond the so-called "labour" to a | | | | this approach to human resource development |
| society. This term has given birth to lot of | | | | one step further. It should commit itself to |
| complexity and as a result a more | | | | ensure that the needs and concern of its |
| comprehensive term human capital is | | | | staff members are more adequately addressed. |
| originated and in macroeconomics, the term | | | | It is hoped that this will have a positive |
| "firm-specific human capital" has developed | | | | impact on their morale, which will, in turn, |
| to denote the original meaning of term "human | | | | increase their commitment to and enthusiasm |
| resources".Following are some definitions of | | | | for their work.Staff trainingTraining is one |
| Human Resources:. The health, strength, | | | | of the most important activities towards |
| talent, education and skills that human can | | | | capacity building of employees. So staff |
| use to produce goods and services. | | | | trainings are organised at regular intervals |
| | | | separately for junior and senior staff |
| . Labour used as an input into the | | | | members. For getting familiar with the |
| production process. | | | | working of other organisations, staff members |
| | | | are sent for exposure trip.In order to update |
| . People's intellectual and physical | | | | the knowledge of the employees with the |
| abilities.► Role of Human Resource | | | | recent developments and changes taking place, |
| Development. Effective management and | | | | they are sent for various seminars, |
| utilisation of people. | | | | conferences and workshops related to their |
| | | | fields.Promoting participatory process in |
| . Enhancement of proficiencies that improve | | | | HRDThe companies need to make conscious |
| individual and organisational achievement. | | | | effort to promote participatory approach |
| | | | through various activities such as |
| . Fortifying the modernization, talent, and | | | | performance appraisal, monitoring of HRD |
| resilience essential to boost | | | | policies, etc. Performance appraisal is very |
| competitiveness.Success or failure of any | | | | important and useful activity for measuring |
| company is hinged upon efficient | | | | the performance of the employee time to time. |
| synchronisation of resources like money, men, | | | | It may be a 360 - degree appraisal, which is |
| material and machines. Dealing with human | | | | done by senior, by subordinate, by peer group |
| capital is the most challenging job for HRD. | | | | and by self.Building an enabling |
| The role of HRD is to enhance the talent of | | | | organisational climate'Motivation' |
| labourers and executives, design the plan and | | | | development is also an aim of HRD. Motivation |
| allocate the work, evaluate and examine | | | | means the desire to work or put in work |
| performance of workforce. The HRD is also | | | | effort. It is a commitment to the job, work |
| supposed to keep itself abreast of modern | | | | and organisation. An employee motivation is |
| technology and trade and then augment the | | | | influenced by the organisation climate and a |
| talent and knowledge of human capital by | | | | healthy organisation climate is required for |
| employing the obtained knowledge. HRD can | | | | utilizing and enhancing employee |
| conduct training and workshop/seminars to | | | | competencies. HRD should also aim at building |
| impart this knowledge. The combined effect of | | | | healthy climate, where the free expression of |
| HRD will create an atmosphere wherein | | | | ideas, opinion and suggestions are |
| productivity will be increased, cost and | | | | encouraged. This leads to en efficient |
| wastage will be checked, labour and staff | | | | learning platform, capacity building of the |
| will be right sized. By harmonizing training | | | | team members, decentralization of decision |
| and development, career development and | | | | making, feeling of ownership, accountability, |
| organization development, HRD improves | | | | homely environment and good working |
| individual effectiveness.Now the | | | | climate.It is in the following roles that the |
| organizations are not indulged in the long | | | | current HRD professionals are challenged to |
| established but the ultra-narrow concept of | | | | find out new ways to address the issues:HR |
| hiring, firing and job description. The | | | | strategic advisor: In this role the issues |
| corporate organizations that launch | | | | and trends concerning an organisation's |
| themselves into the present global economic | | | | external and internal people are brought to |
| competition have taken up a view of human | | | | the attention of the strategic decision |
| capital that reflects the harmony between | | | | makers.HR systems designer and developer: |
| employers and employees. Consequently some of | | | | This role involves designing and preparing HR |
| these organizations criticize the term "human | | | | systems for implementation so that HR systems |
| resources" as useless.Human resources make | | | | and actions are mutually reinforcing and have |
| mention of the business of people. HR is to | | | | maximum impact on organisational performance, |
| furnish the needs of organization and its | | | | development and endurance.Organisation change |
| employees, to help them get the work | | | | consultant: This role means facilitating the |
| accomplished. HR personnel must not forget | | | | development and implementation of strategies |
| that this department is not meant for | | | | for transforming organisations.Organisation |
| enhancing the profit of organization but for | | | | design consultant: This role involves |
| creating a pleasant environment so that | | | | identifying the work required to fulfill |
| employeescan perform well and consequently | | | | organisational strategies. It also involves |
| organization makes profit. In other words HR | | | | organising the work so that it makes |
| personnel are back-seat-drivers who lead the | | | | efficient and effective use of |
| other departments on the path of success. HR | | | | resources.Learning program specialist: In |
| personnel are just leaders and not | | | | this role learning needs are identified to |
| commanders; they should lead the organization | | | | design and develop structured learning |
| without dictating. | | | | programs and materials in a variety of media |
| | | | formats for self-study and workshop or |
| Human resource involves itself in almost | | | | electronic delivery. |
| every field in the world of work. It | | | | |
| encompasses certain procedures like | | | | Instructor/Facilitator: This is an |
| recruiting, hiring, training, compensating, | | | | increasingly difficult role. In it |
| benefiting, and also terminating employees of | | | | information is presented, structural learning |
| organization.In the world of cutthroat | | | | experiences are lead and group discussions |
| competition Human Resources have emerged as | | | | and group processes facilitated.Individual |
| long lasting solution to cope with this | | | | development and career consultant: This role |
| competition and growing demands of clients, | | | | involves helping people asses their |
| to offer better services and to separate | | | | competencies, values and goals so that they |
| themselves from their rivals.Human resources | | | | can identify, plan and implement development |
| are bound to secure such amplified stature in | | | | actions.Performance consultant: This role |
| organizations. This is because an | | | | means assisting a group or individuals to add |
| organization's real capital is its human | | | | value in the workplace. It is a coaching and |
| capital - the combined competence of its | | | | consulting role in which HRD people perform |
| personnel. Products, services, processing and | | | | both analytical and system design |
| facilities can be imitated, but human capital | | | | work.Researcher: This role involves assessing |
| is inimitable.Organizations have started | | | | HRD practices and programs and their impact |
| recognizing the worth of their people; they | | | | empirically. It also means communicating |
| have concluded that only machines cannot | | | | results so that the organisations and its |
| bring desired results. It is people who | | | | people accelerate their change and |
| execute business policies and achieve goals. | | | | development.ConclusionHRD function is not |
| Employers who are well informed paying | | | | well structured as envisaged in mid |
| greater heed to their "human capital". | | | | seventies. The function seems to be a lot |
| Moreover, successful employers are also | | | | more convenience driven rather than systems |
| thoughtful of how the human capital policies | | | | driven. It does not have all the systems |
| are associated with business ends and | | | | ideally it should have as envisaged in the |
| strategies.StrategiesForming strategies is | | | | seventies. The systems are not well |
| another important role of Human Resource | | | | integrated. The integration mechanisms are |
| Department. The strategies will not directly | | | | stronger but the specialization does not get |
| affect the productivity or selling targets of | | | | the attention it deserves.The role of HRD |
| any organization; but in a way these policies | | | | practitioners seems to be one of |
| help in enhancing the performance of people | | | | facilitation, co-ordination and support |
| working in organization and thus promote the | | | | rather than merely providing training and |
| productivity and profit.This is too large a | | | | development. This is an educational role, |
| topic to take care of in a single article; | | | | informing and encouraging managers and other |
| different organizations have different | | | | employees to consider the wider range of |
| strategies on Human Resources. We can make an | | | | opportunities for, and methods of, learning |
| inventory of subjects that can be earmarked | | | | and development. The role is one of being a |
| under this title. These subjects can be | | | | champion of, and role model for, learning, |
| Accountability, Career Development, Change | | | | where learning is not restricted to attending |
| Management, Communications, Competencies, | | | | formal courses.To read more articles on |
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| Human Resources are part and parcel of any | | | | industries. offers business solutions, news, |
| organization; it is an inseparable section of | | | | articles and information that help to survive |
| business world through which employers get | | | | and sustain in the most hostile and |
| more benefit than they used to take before. | | | | competitive business environment. |
| As mentioned earlier, thedepartment has | | | | |