Meaning, Functions, and, Systems of Human Resource Development

Meaning, Functions, and, Systems of Human Resource Development

Meaning of Human Resource Development:-

Human Resource Development is an internal part of Human Resource Management. This is focused on the behavior, development, skills, talent, appraisal methods, and potential skills of employees and employers for the achievement of organizational goals.

This is the framework for the expansion of human capital or resources within a particular organization. HRD is a combination of Training and Education that ensures the continuity of growth and development of both the individual and organization and as well as they satisfy the long-term organizational needs and the individual career goals.

Functions of Human Resource Development:-

Human Resource Development plays a major role in the organization for the development of individuals work efficiency. So, that’s the reason they have various objectives, benefits, and their functions. But, in this topic, I will tell you the Functions of HRD:

1. It develops the HRD philosophy,

2. Maintain consistency,

3. Create planning and designing,

4. Be aware of the business and related things,

5. Conduct human process research.

1. It develops the HRD philosophy-

This is the first function, and it means it develops the philosophies, approaches, and aspects of organizations and their top-level management. It also helps to create a consistency in working of the organization and for maintaining the human resources also.

Thus, HRD philosophy helps to determine the working opportunity for the development resource in the organization for full expression of their abilities and their talents.

2. Maintain consistency-

This is the second or secondary function, and it means consistency is the primary factor for the development of any organization, company, small business, and other work opportunities because it helps to maintain your mass and transactions of the market.

In Human Resource Management, they help individuals for how to maintain consistency and patience in any work because it monetizes your abilities and their work level.

3. Create planning and designing-

This is the third or territory function and it means to create plan and design is also the primary factor in developing any HRD climate because planning helps to determine the future work and their methods, and design helps to determine the framework of climate.

Through planning and designing, HRD forecast the future framework to accomplish their objectives and for the preparation of organizations’ individuals (employees and employers). Because they are the backbone of any business company and organization.

4. Be aware of the business and related things-

This is the fourth function, and it means awareness is the ability or talent to know directly and feel about anything. So, be aware of business, social, religious, and other goals or roles of the organization because it helps to determine the current scenario and future concepts of the company and the society. Both are the spectacular things for us because without any socialism we cannot survive in the market.

So, In the HRD, they help to teach their individuals for maintaining the awareness and consistency of the organization.

5. Conduct human process research-

This is the fifth function, and it means to conduct the surveys or assessment to knows about the human philosophies, organizational health, and renewal exercises. It is a beneficial process for predicting the nature and behavior of employees and employers of the organization.

This function is beneficial for HRD climate because it collects the data and information about the human work experience and their philosophies for determining human behavior.

Systems of Human Resource Development-

There are some mechanisms that can be implemented in an organization to bring out the best of the individuals and achieve organizational goals and objectives. So, there are various systems related to the Human Resource Development and those are:-

1. Performance Appraisal,

2. Potential Appraisal,

3. Role Analysis,

4. Job Rotation,

5. Job Enrichment,

6. Training and Development.

1. Performance Appraisal-

This is the first or primary system, and it means performance describes the degree of achievement of the goals that make up an individual’s job and is measured concerning results. Performance appraisal is a process that involves communicating the employees how well he or she is performing his/her job.

This system is focused on Human Resource Planning (HRP).

2. Potential Appraisal-

This is the second or secondary system, and it means the development of the latent abilities of individuals. When the organization is expanding in scales, diversifying its operations, introducing changes, capacities to perform new roles and responsibilities must continually be developed among employees.

However, HRD function has a long way to go in introducing potential appraisal systems which ensure a good match between the employees and the job.

3. Role Analysis-

This is the third or territory system, and it means jobs or roles of employees have to be analyzed for proper planning of work to improve efficiency. Such an analysis is known as job/task analysis. These are very useful for semi-skilled and skilled jobs.

Role analysis is a participatory process which aims at defining the work contents of a role about all those with whom the role occupant has significant interaction in the performance of his job.

4. Job Rotation-

This is the fourth system, and it means in job rotation the employees are made to move from one job to another at certain intervals to make them capable of managing different jobs. As a technique of motivating as well as providing challenges jobs to the individuals, it helps in acquiring skills to performs different jobs thus assuring mobility upward as and when the opportunity or exigency arises.

5. Job Enrichment-

This is the fifth system and it means is widening the contents of a job or a deliberate upgrading of responsibility, scope, and challenge in work. As a motivational technique, it seeks to provide challenges in varying degrees to the job-holder thus making the work interesting at any stage, Job satisfaction is a major challenge to the present-day organizations.

6. Training and Development-

This is the sixth system, and it means training and development is a very necessary part of the organization because it helps our employees and employers to encourage them. It helps to encourage individuals skills, talents, work efficiency, and other motivational things.

A never-ending process, training, and development help men and women regardless of their level in an organization and the employer in achieving the desired goals and objectives.



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