| HRD assumes new significance with inescapable | | | | the organizations but essentially deals with the |
| competition facing in the international markets. The | | | | problems and solutions of workforce of companies. |
| organisations need to address the professional | | | | This faculty with commercial inclinations and social |
| manpower needs of the industry.What is Human | | | | existence has a bright future in the forthcoming years, |
| Resource?Human Resource is the actual workforce, | | | | when business giants will have developed more insight |
| including sometimes the potential workforce, of an | | | | of human capital.PracticesThe following HRD practices |
| organisation.Another meaning of the term Human | | | | may be developed, implemented and practiced for the |
| Resource is the contribution to an employing | | | | better working in every organisation to meet the global |
| organisation, which its workforce could provide in | | | | requirements. They are given as follows:Investing in |
| efforts, skill and knowledge etc.Human Resource and | | | | human resource developmentThe ability to |
| Human Labour are two terms closely associated with | | | | successfully its mission rests on the shoulders of the |
| each other; both are contributory processes in | | | | people who carry out its work. The caliber of its |
| production of any organisation. Generally these terms | | | | human resource is, therefore, prerequisite for |
| have close links with economics. In the terms of political | | | | organizational success. Consequently, the organisations |
| economy and economics, human resources are | | | | consider investing in human resource development |
| labeled as labour, one of three components of | | | | (HRD) as a core organizational strategy. It therefore, |
| production. In the corporate world the term conveys its | | | | devotes considerable energy to the training and |
| traditional meaning.Contemporary studies reveal that | | | | education of its leader, staff and partners.However, the |
| human beings are not anticipated product "resources" | | | | company should take this approach to human |
| with any commercial inclinations, but are creative and | | | | resource development one step further. It should |
| social beings that contribute beyond the so-called | | | | commit itself to ensure that the needs and concern of |
| "labour" to a society. This term has given birth to lot of | | | | its staff members are more adequately addressed. It |
| complexity and as a result a more comprehensive | | | | is hoped that this will have a positive impact on their |
| term human capital is originated and in | | | | morale, which will, in turn, increase their commitment to |
| macroeconomics, the term "firm-specific human | | | | and enthusiasm for their work.Staff trainingTraining is |
| capital" has developed to denote the original meaning | | | | one of the most important activities towards capacity |
| of term "human resources".Following are some | | | | building of employees. So staff trainings are organised |
| definitions of Human Resources:. The health, strength, | | | | at regular intervals separately for junior and senior |
| talent, education and skills that human can use to | | | | staff members. For getting familiar with the working of |
| produce goods and services. | | | | other organisations, staff members are sent for |
| . Labour used as an input into the production process. | | | | exposure trip.In order to update the knowledge of the |
| . People's intellectual and physical abilities.► Role | | | | employees with the recent developments and |
| of Human Resource Development. Effective | | | | changes taking place, they are sent for various |
| management and utilisation of people. | | | | seminars, conferences and workshops related to their |
| . Enhancement of proficiencies that improve individual | | | | fields.Promoting participatory process in HRDThe |
| and organisational achievement. | | | | companies need to make conscious effort to promote |
| . Fortifying the modernization, talent, and resilience | | | | participatory approach through various activities such |
| essential to boost competitiveness.Success or failure | | | | as performance appraisal, monitoring of HRD policies, |
| of any company is hinged upon efficient | | | | etc. Performance appraisal is very important and |
| synchronisation of resources like money, men, material | | | | useful activity for measuring the performance of the |
| and machines. Dealing with human capital is the most | | | | employee time to time. It may be a 360 - degree |
| challenging job for HRD. The role of HRD is to | | | | appraisal, which is done by senior, by subordinate, by |
| enhance the talent of labourers and executives, design | | | | peer group and by self.Building an enabling |
| the plan and allocate the work, evaluate and examine | | | | organisational climate'Motivation' development is also an |
| performance of workforce. The HRD is also supposed | | | | aim of HRD. Motivation means the desire to work or |
| to keep itself abreast of modern technology and trade | | | | put in work effort. It is a commitment to the job, work |
| and then augment the talent and knowledge of human | | | | and organisation. An employee motivation is influenced |
| capital by employing the obtained knowledge. HRD can | | | | by the organisation climate and a healthy organisation |
| conduct training and workshop/seminars to impart this | | | | climate is required for utilizing and enhancing employee |
| knowledge. The combined effect of HRD will create | | | | competencies. HRD should also aim at building healthy |
| an atmosphere wherein productivity will be increased, | | | | climate, where the free expression of ideas, opinion |
| cost and wastage will be checked, labour and staff will | | | | and suggestions are encouraged. This leads to en |
| be right sized. By harmonizing training and development, | | | | efficient learning platform, capacity building of the team |
| career development and organization development, | | | | members, decentralization of decision making, feeling |
| HRD improves individual effectiveness.Now the | | | | of ownership, accountability, homely environment and |
| organizations are not indulged in the long established | | | | good working climate.It is in the following roles that the |
| but the ultra-narrow concept of hiring, firing and job | | | | current HRD professionals are challenged to find out |
| description. The corporate organizations that launch | | | | new ways to address the issues:HR strategic advisor: |
| themselves into the present global economic | | | | In this role the issues and trends concerning an |
| competition have taken up a view of human capital | | | | organisation's external and internal people are brought |
| that reflects the harmony between employers and | | | | to the attention of the strategic decision makers.HR |
| employees. Consequently some of these organizations | | | | systems designer and developer: This role involves |
| criticize the term "human resources" as useless.Human | | | | designing and preparing HR systems for |
| resources make mention of the business of people. | | | | implementation so that HR systems and actions are |
| HR is to furnish the needs of organization and its | | | | mutually reinforcing and have maximum impact on |
| employees, to help them get the work accomplished. | | | | organisational performance, development and |
| HR personnel must not forget that this department is | | | | endurance.Organisation change consultant: This role |
| not meant for enhancing the profit of organization but | | | | means facilitating the development and implementation |
| for creating a pleasant environment so that | | | | of strategies for transforming |
| employeescan perform well and consequently | | | | organisations.Organisation design consultant: This role |
| organization makes profit. In other words HR personnel | | | | involves identifying the work required to fulfill |
| are back-seat-drivers who lead the other departments | | | | organisational strategies. It also involves organising the |
| on the path of success. HR personnel are just leaders | | | | work so that it makes efficient and effective use of |
| and not commanders; they should lead the organization | | | | resources.Learning program specialist: In this role |
| without dictating. | | | | learning needs are identified to design and develop |
| Human resource involves itself in almost every field in | | | | structured learning programs and materials in a variety |
| the world of work. It encompasses certain procedures | | | | of media formats for self-study and workshop or |
| like recruiting, hiring, training, compensating, benefiting, | | | | electronic delivery. |
| and also terminating employees of organization.In the | | | | Instructor/Facilitator: This is an increasingly difficult role. |
| world of cutthroat competition Human Resources | | | | In it information is presented, structural learning |
| have emerged as long lasting solution to cope with this | | | | experiences are lead and group discussions and group |
| competition and growing demands of clients, to offer | | | | processes facilitated.Individual development and career |
| better services and to separate themselves from their | | | | consultant: This role involves helping people asses their |
| rivals.Human resources are bound to secure such | | | | competencies, values and goals so that they can |
| amplified stature in organizations. This is because an | | | | identify, plan and implement development |
| organization's real capital is its human capital - the | | | | actions.Performance consultant: This role means |
| combined competence of its personnel. Products, | | | | assisting a group or individuals to add value in the |
| services, processing and facilities can be imitated, but | | | | workplace. It is a coaching and consulting role in which |
| human capital is inimitable.Organizations have started | | | | HRD people perform both analytical and system |
| recognizing the worth of their people; they have | | | | design work.Researcher: This role involves assessing |
| concluded that only machines cannot bring desired | | | | HRD practices and programs and their impact |
| results. It is people who execute business policies and | | | | empirically. It also means communicating results so that |
| achieve goals. Employers who are well informed | | | | the organisations and its people accelerate their |
| paying greater heed to their "human capital". Moreover, | | | | change and development.ConclusionHRD function is |
| successful employers are also thoughtful of how the | | | | not well structured as envisaged in mid seventies. The |
| human capital policies are associated with business | | | | function seems to be a lot more convenience driven |
| ends and strategies.StrategiesForming strategies is | | | | rather than systems driven. It does not have all the |
| another important role of Human Resource | | | | systems ideally it should have as envisaged in the |
| Department. The strategies will not directly affect the | | | | seventies. The systems are not well integrated. The |
| productivity or selling targets of any organization; but in | | | | integration mechanisms are stronger but the |
| a way these policies help in enhancing the | | | | specialization does not get the attention it |
| performance of people working in organization and | | | | deserves.The role of HRD practitioners seems to be |
| thus promote the productivity and profit.This is too | | | | one of facilitation, co-ordination and support rather than |
| large a topic to take care of in a single article; different | | | | merely providing training and development. This is an |
| organizations have different strategies on Human | | | | educational role, informing and encouraging managers |
| Resources. We can make an inventory of subjects | | | | and other employees to consider the wider range of |
| that can be earmarked under this title. These subjects | | | | opportunities for, and methods of, learning and |
| can be Accountability, Career Development, Change | | | | development. The role is one of being a champion of, |
| Management, Communications, Competencies, | | | | and role model for, learning, where learning is not |
| Employment Equity, Exit Interviews, Harassment and | | | | restricted to attending formal courses.To read more |
| Discrimination, Internal Surveys, Learning, Official | | | | articles on Textile, Fashion, Apparel, Technology, Retail |
| Languages, Orientation, Recruitment and Retention, | | | | and General please visit If you wish to download |
| Rewards and Recognition, Roadmap for High | | | | republish the above article to your website or |
| Performance Organization, Services to Clients, | | | | newsletters then please include the "Article Source". |
| Staffing, Values and Ethics, Workshop Well-being, | | | | Also, you have to make it hyperlinked to our |
| Youth, Reader Satisfaction Survey and so on.All in all | | | | site.Copyright © 2006Fibre2fashion has emerged |
| Human Resources are part and parcel of any | | | | as a distinctive B2B platform for global Textile, Apparel, |
| organization; it is an inseparable section of business | | | | Fashion and Retail and allied industries. offers business |
| world through which employers get more benefit than | | | | solutions, news, articles and information that help to |
| they used to take before. As mentioned earlier, | | | | survive and sustain in the most hostile and competitive |
| thedepartment has nothing to do with profit or loss of | | | | business environment. |