What Is Human Resource Development In Education?


What Is Human Resource Development In Education
Human resources development (HRD) refers to the vast field of training and development provided by organizations to increase the knowledge, skills, education, and abilities of their employees.
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What is meant by human resource development?

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Human Resource Development (HRD) has become a widely used term in the last half-century, but conceptions of the term vary widely. The broad notion of HRD, which is a subset of the grand theory of human development, includes not only education and vocational training, but also health, nutrition and access to sources of a degree of self-determination. HRD is “the process of increasing the knowledge, the skills, and the capacities of all the people in a society. In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of an economy.

In political terms, human resource development prepares people for adult participation in political processes, particularly as citizens in a democracy. From the social and cultural points of view, the development of human resources helps people to lead fuller and richer lives, less bound by tradition.

In short, the processes of human resource development unlock the door to modernization.Source:

Organisation: ,
Source: (1964)
Description: Article: “Education, manpower, and economic growth: Strategies of human resource development.”

Child term International HRD (also known, perhaps more appropriately, as cross-national HRD, transnational HRD, and global HRD) is a field of study and practice that focuses on for-profit, not-for-profit, and/or governmental entities, and individuals, cooperating in some form across national borders. The purpose of this interaction is systematically to tap existing human potential and intentionally shape work-based, community-based, societybased, culture-based, and politically-based expertise through multiple means for the purpose of improving cross-national relationships collaboratively across all involved entities through greater mutual understanding, improved individual and organizational performance, improved standards of living and quality of life, reduced conflict between entities and individuals, and any other criteria that would be deemed useful by the involved entities. IHRD is aspirational rather than realized and serves as a challenge for continuous efforts at improvementSource:

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What is the importance of education in human resource development?

Role of Education in Human Resource Development — PITCS The role of education in Human Resource Development is immense. It not only helps you get through interviews and get jobs, but they also help in shaping how we think and process things. Education is one of the most important things in social change and it has been proved time and again.

It is undoubtedly a major agency of socialization. In this regard, teachers and educational institutions act as socializing agents. The role of education cannot be denied and here, teachers play a very important role when it comes to motivating aspiring children. Social reformers over ages have time and again proved the value of education by helping the society remove various practices such as cate restrictions, inequality of women, etc.

Without knowledge, a person is not complete. He/she gets lost in the darkness of ignorance. Without education and enlightenment, one cannot contribute to society at all. Education has been used to bring in modernization and it was emphasized from the 1960s and 1970s onwards. What Is Human Resource Development In Education Some of the major factors that drive education are productive economies, thirst for knowledge, questions arising in the minds of people as they take up jobs, people partaking in decision making, etc. Education has helped modernization in more ways than one.

Education of women: The national policy on education, 1986 emphasizes education for females so that women can achieve equality. This obviously developed new values and society has started respecting women altogether. This was made to remove woman’s illiteracy and removing obstacles so that they can access education easily. Women now can take part in vocational, technical, and professional courses without any kind of hindrance. Education of backward classes : Education is surely related to the development of the community as well as the individual. In India, education has played a vital role for centuries now. The best part about the evolvement is that now weaker sections have access to higher education. The rate of has decreased over the years. However, we should not forget history where they have been exploited and harassed due to lack of education. Role of Education in Human Resource Development: Education shapes our present actions, influences our future plans as well as has an impact on our past history. It is important so that individuals can reach their goals and achievements. are co-related. The role of education in human capital formation: An educated society will obviously crave for development while an illiterate one will be satisfied with whatever they have. Education boosts productivity and prosperity. It plays a huge role in developing a society and providing cultural richness.

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What do you mean by human resources in the school?

Developing Countries Perspectives – By: Austin Ezenne, University of the West Indies, Kingston, Jamaica Published 2012 This book, Human Resources Management in Education, Developing Countries Perspectives, contains eleven chapters. Human resources in an educational organisation refer to all the human beings working in that organisation, including teachers, students, administrators and all other members of staff working in that organisation.

The study of human resources management in education will provide you with a theoretical and practical knowledge about the processes of acquiring employees, establishing good relationships with them, training and developing them, retaining and compensating them for their services are important because effective school leadership and management have become very crucial in recent times in the management of educational organisations.

Numerous problems are facing many school systems in developing countries today and human, financial and material resources are scarce, and therefore strategic management of all resources is crucial for achieving the goals of the educational systems and the school organisations.
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What are the main objectives of human resource development?

Objectives of Human Resource Development – The objectives of HRD are:

  1. To prepare the individual to fulfill current and changing employment needs in the future.
  2. To keep employees from becoming obsolete.
  3. To develop and expand one’s creative abilities and capabilities.
  4. Employees are being prepared for higher-level positions.
  5. To provide new hires with fundamental HRD knowledge and skills.
  6. People’s potential for higher-level jobs should be developed.
  7. Individual and group morale, a sense of responsibility, cooperative attitudes, and excellent connections should all be promoted.
  8. To expand the ideas of top executives by allowing them to exchange experiences both inside and outside the company.
  9. To guarantee that the organization runs smoothly and efficiently.
  10. To develop a comprehensive HRD framework.
  11. To enhance the organization’s capabilities.

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What are the three main functions of human resource development?

The three major roles in human resources are; administrative, change management, and people management. Administrative tasks include hiring and monitoring of employees, managing payroll and benefits, and development of policies and guidelines. Meanwhile, change management tasks pertain to the HR professional’s role in maintaining organizational culture, execution of any major changes as companies move forward, and assisting employees to adapt to the new environment.
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What are the main components of human resources work in educational settings?

School HR Manager Education Requirements – Human Resources professionals do not need a specific degree, license or certification for employment by a school or district, although most employers seek individuals with at least a bachelor’s degree in Human Resources, business or a closely related field.

  1. The advantage of a degree in Human Resources is the specific coursework that prepares you for the complexities of the field.
  2. According to Human Resources MBA, a curriculum in HR includes labor relations, employment law, ethics, compensation and benefits, professional development and training, organizational review, recruitment and staffing, HR information systems and workforce planning.

Bachelor’s and master’s degrees in HR are available nationwide at colleges and universities, both in person and online. A master’s degree in Human Resources management may be required, or highly desirable, in a large school district. A master’s program will have you delving deeper into the topics studied at the undergraduate level, and you’ll get additional training in leadership and organizational management.
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What are the three main human resources of a school?

Teachers, Students, and Employees are the 3 human sources required for putting in place a school plant​.
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What is the most important component of human resource development?

Human Resource Development is the part of human resource management that specifically deals with training and development of the employees in the organization. Human resource development includes training a person after he or she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee’s tasks, and any other developmental activities.

INTRODUCTION Development of human resources is essential for any organisation that would like to be dynamic and growth-oriented. Unlike other resources, human resources have rather unlimited potential capabilities. The potential can be used only by creating a climate that can continuously identify, bring to surface, nurture and use the capabilities of people.

Human Resource Development (HRD) system aims at creating such a climate. A number of HRD techniques have been developed in recent years to perform the above task based on certain principles. This unit provides an understanding of the concept of HRD system, related mechanisms and the changing boundaries of HRD.

HRD concept was first introduced by Leonard Nadler in 1969 in a conference in US. ” He defined HRD as those learning experience which are organized, for a specific time, and designed to bring about the possibility of behavioral change”. Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.

Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.

  • The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
  • Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort.

Or, Human Resource Development can be informal as in employee coaching by experts in the industry or by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases. Definitions of HRD HRD (Human Resources Development) has been defined by various scholars in various ways.

  • According to Leonard Nadler, “Human resource development is a series of organised activities, conducted within a specialised time and designed to produce behavioural changes.”
  • In the words of Prof.T.V. Rao, “HRD is a process by which the employees of an organisation are helped in a continuous and planned way to (i) acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; (ii) develop their general capabilities as individual and discover and exploit their own inner potential for their own and /or organisational development purposes; (iii) develop an organisational culture in which superior-subordinate relationship, team work and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees.”,
  • According to M.M. Khan, “Human resource development is the across of increasing knowledge, capabilities and positive work attitudes of all people working at all levels in a business undertaking.”

The Concept of Human Resource Development Human resource development in the organisation context is a process by which the employees of an organisation are helped, in a continuous and planned way to:

    1. Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles;
    2. Develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and/or organisational development purposes; and
    3. Develop an organisational culture in which supervisor-subordinate relationships, teamwork and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees.

This definition of HRD is limited to the organisational context. In the context of a state or nation it would differ. HRD is a process, not merely a set of mechanisms and techniques. The mechanisms and techniques such as performance appraisal, counselling, training, and organization development interventions are used to initiate, facilitate, and promote this process in a continuous way.

Because the process has no limit, the mechanisms may need to be examined periodically to see whether they are promoting or hindering the process. Organisations can facilitate this process of development by planning for it, by allocating organisational resources for the purpose, and by exemplifying an HRD philosophy that values human beings and promotes their development.

Difference between HRD and HRM Both are very important concepts of management specifically related with human resources of organisation. Human resource management and human resource development can be differentiated on the following grounds:

    • The human resource management is mainly maintenance oriented whereas human resource development is development oriented.
    • rganisation structure in case of human resources management is independent whereas human resource development creates a structure, which is inter-dependent and inter-related.
    • Human resource management mainly aims to improve the efficiency of the employees whereas aims at the development of the employees as well as organisation as a whole.
    • Responsibility of human resource development is given to the personnel/human resource management department and specifically to personnel manager whereas responsibility of HRD is given to all managers at various levels of the organisation.
    • HRM motivates the employees by giving them monetary incentives or rewards whereas human resource development stresses on motivating people by satisfying higher-order needs.

The Need for HRD HRD is needed by any organisation that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Organisations can become dynamic and grow only through the efforts and competencies of their human resources.

Personnel policies can keep the morale and motivation of employees high, but these efforts are not enough to make the organisation dynamic and take it in new directions. Employee capabilities must continuously be acquired, sharpened, and used. For this purpose, an “enabling” organisational culture is essential.

When employees use their initiative, take risks, experiment, innovate, and make things happen, the organisation may be said to have an “enabling” culture. Even an organisation that has reached its limit of growth, needs to adapt to the changing environment.

  1. No organisation is immune to the need for processes that help to acquire and increase its capabilities for stability and renewal.
  2. HRD Functions The core of the concept of HRS is that of development of human beings, or HRD.
  3. The concept of development should cover not only the individual but also other units in the organisation.

In addition to developing the individual, attention needs to be given to the development of stronger dyads, i.e., two-person groups of the employee and his boss. Such dyads are the basic units of working in the organisation. Besides several groups like committees, task groups, etc.

also require attention. Development of such groups should be from the point of view of increasing collaboration amongst people working in the organisation, thus making for an effective decision-making. Finally, the entire department and the entire organisation also should be covered by development. Their development would involve developing a climate conducive for their effectiveness, developing self-renewing mechanisms in the organisations so that they are able to adjust and pro-act, and developing relevant processes which contribute to their effectiveness.

Hence, the goals of the HRD systems are to develop:

    1. The capabilities of each employee as an individual.
    2. The capabilities of each individual in relation to his or her present role.
    3. The capabilities of each employee in relation to his or her expected future role(s).
    4. The dyadic relationship between each employee and his or her supervisor.
    5. The team spirit and functioning in every organisational unit (department, group, etc.).
    6. Collaboration among different units of the organisation.
    7. The organisation’s overall health and self-renewing capabilities which, in turn, increase the enabling capabilities of individuals, dyads, teams, and the entire organisation.

Features of Human Resource development The essential features of human resource development can be listed as follows:

    • Human resource development is a process in which employees of the organisations are recognized as its human resource. It believes that human resource is most valuable asset of the organisation.
    • It stresses on development of human resources of the organisation. It helps the employees of the organisation to develop their general capabilities in relation to their present jobs and expected future role.
    • It emphasise on the development and best utilization of the capabilities of individuals in the interest of the employees and organisation.
    • It helps is establishing/developing better inter-personal relations. It stresses on developing relationship based on help, trust and confidence.
    • It promotes team spirit among employees.
    • It tries to develop competencies at the organisation level. It stresses on providing healthy climate for development in the organisation.
    • HRD is a system. It has several sub-systems. All these sub-systems are inter-related and interwoven. It stresses on collaboration among all the sub-systems.
    • It aims to develop an organisational culture in which there is good senior-subordinate relations, motivation, quality and sense of belonging.
    • It tries to develop competence at individual, inter-personal, group and organisational level to meet organisational goal.
    • It is an inter-disciplinary concept. It is based on the concepts, ideas and principles of sociology, psychology, economics etc.
    • It form on employee welfare and quality of work life. It tries to examine/identify employee needs and meeting them to the best possible extent.
    • It is a continuous and systematic learning process. Development is a life long process, which never ends.

Benefits of Human Resource Development Human resource development now a days is considered as the key to higher productivity, better relations and greater profitability for any organisation. Appropriate HRD provides unlimited benefits to the concerned organisation. Some of the important benefits are being given here:

    • HRD (Human Resource Development) makes people more competent. HRD develops new skill, knowledge and attitude of the people in the concern organisations.
    • With appropriate HRD programme, people become more committed to their jobs. People are assessed on the basis of their performance by having a acceptable performance appraisal system.
    • An environment of trust and respect can be created with the help of human resource development.
    • Acceptability toward change can be created with the help of HRD. Employees found themselves better equipped with problem-solving capabilities.
    • It improves the all round growth of the employees. HRD also improves team spirit in the organisation. They become more open in their behaviour. Thus, new values can be generated.
    • It also helps to create the efficiency culture In the organisation. It leads to greater organisational effectiveness. Resources are properly utilised and goals are achieved in a better way.
    • It improves the participation of worker in the organisation. This improve the role of worker and workers feel a sense of pride and achievement while performing their jobs.
    • It also helps to collect useful and objective data on employees programmes and policies which further facilitate better human resource planning.
    • Hence, it can be concluded that HRD provides a lot of benefits in every organisation. So, the importance of concept of HRD should be recognised and given a place of eminence, to face the present and future challenges in the organisation.

Colour coding HRD, Samsung style It could well be a resort. It is, though in a different sort of way. The complex, located on rolling hills an hour’s drive from Seoul, is Samsung’s Human Resources Development (HRD) Centre, the place where the South Korean giant forges the mind and heart of its employees to its philosophy.

  • Samsung takes its people seriously.
  • It is constantly preparing them, at every level, for the rapidly changing world market that throws up ever-changing challenges.
  • Employees of all the 70-plus companies of the group at one time or the other come here to be inspired and to learn to think out of the box.

Indeed, so serious is Samsung about its people thinking differently and spontaneously that it has designed the campus unlike any other. While many training/excellence centers recreate the college campus, Samsung has ideated differently, colour-coding its values and integrating them all over the campus so that these values get hard-wired among the trainees.

If for people, it is Purple, it is Blue for Excellence, Red for Change, Green for Integrity and Orange for Co-prosperity. But the predominant theme in the campus is Green, emphasizing the company’s commitment to integrity. As Mr Ja Hwan Song, Vice-President, Globalization Team, HRD Centre, recently told a group journalists from India, the people philosophy is quite simply giving them a wealth of opportunities to reach their full potential.

Realizing that change is a constant and the innovation is critical to keep pace, the HRD Centre tries to equip its people to think differently. Believing that a business cannot be successful unless it creates prosperity and opportunity for others, he says Samsung cares as much for its staff as for societies it operates in by being socially and environmentally responsible.

  1. The training center prepares new comers to Samsung for the journey with the organization, promotes to take up the new responsibilities, senior executives to exchange ideas, and the top echelons to think far into the future.
  2. This is done chiefly through three key initiatives: Shared Value Program: The attempt is to give new comers the basics of doing good business.

History, tradition, values form the basis of the program with sessions on teamwork and creativity. Business Leader Program: A five-month initiative to develop the leaders of the next generation. The participants are those with global competitiveness and all-round management skills.

  • Global business management, leadership, and problem solving are the focus.
  • Global Expert Programme: A larger programme with varying periods, here the effort is to develop global spearheads with an emphasis on the local customs, cultures and practices besides foreign language, all designed to ready the managers for international assignments.The HRD Centre also promotes Knowledge Management and Innovation in Practice with its cutting-edge education infrastructure, promoting values, and continuous assessment.

The centre actively promotes field learning so that people can develop themselves wherever they are.The campus is inspirational, and it has borrowed from the works of famous artists to design the spaces so that the trainees are positively influenced by the energies of these greats.

  • So if the fifth flow has 3D in 2D format you are but reminded of cubist Pablo Ruiz Picasso.
  • TV screen on the second floor corridor’s ceiling could but be inspired by Nam June Paik, the Korean American artist, who has worked with a variety of media and is considered to be the first video artist and also credited with early use of the term ‘super highway’ in application to telecommunications.

The sixth floor is inspired by the Russian-born French Expressionist painter Wassily Kandinsky, and the fourth has a Belgian artist Rene Magritte’s surreal touch to it. But the piece de resistance is the third floor, whose corridor are lined with small and large images of Marilyn Monroe, unmistakably by pop-art icon Andy Warhol.

  • The idea for front courtyard has been borrowed from Vatican’s St Peter’s Square.
  • If there all the paths led Christians to their temporal centre, here the pathways draw ‘Samsung’s People’ from across the 150 nations it’s present in to its learning headquarters.
  • It is not all work and no play at the HRD Centre.

The training sessions, according to Mr Ja Hwan Song, are fun-filled including pop performances as interludes to the think sessions. The two/three kitchens bring to the table a variety of fare from across the world. Samsung taking its human resource so seriously is reflected in its attrition rate of five to six per cent among its worldwide staff roll of over two lakh.
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What are the four components of human resource development?

HRD is comprised of four basic sections: personal development, professional development, performance administration or management, and organizational development.
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What is the difference between human resource development and human development?

Human Development. Historically, people have used ‘human resources’ to relate to what individuals can contribute to an organization, but the trend is towards the use of ‘human development’ to refer to all human resources activities.
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What are the types of human resource development?

HRD comes in different forms, including on-the-job training or job shadowing, textbook or online education, growth opportunities, and compliance training. On-the-job training refers to learning the aspects of a job while one is doing the job.
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What do you mean by human resource development class 8?

What is the meaning of human resource development? It is the development of man’s physical abilities through education, health care, and training. No worries! We‘ve got your back. Try BYJU‘S free classes today! It is the development of the potential of individuals.

No worries! We‘ve got your back. Try BYJU‘S free classes today! It is the development of man’s mental abilities through education, health care, and training. No worries! We‘ve got your back. Try BYJU‘S free classes today! It is the development of man’s physical and mental abilities through education, health care, and training.

Right on! Give the BNAT exam to get a 100% scholarship for BYJUS courses Open in App Suggest Corrections 2 : What is the meaning of human resource development?
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What do you mean by Human Resources Development Class 10?

Unit:- 1, Lesson:- 1 Human Resource Development Human Resource Development A. V ery short questions.1. Define human resource. Ans:- The people or group of people having skill, knowledge, capacity to work in a certain field is called human resource.2. Name the types of human resource on the basis of skill.

  • Ans:- The types of human resource on the basis of skill are:
  • i) Semi-skilled human resource.
  • ii) Skilled human resource.
  • iii) Unskilled human resource.

3. Compare between short term human resource and long term human resource in a sentence. Ans:- The human resource for short time and specific work is called short term human resource whereas the human resource for longer period of time is called long term human resource.4. What is the full form of HRM and HRD?

  1. Ans: The full form of HRM and HRD are:
  2. HRM = Human Resource Management
  3. HRD = Human Resource Development.

B. Short answer questions.1. Write any four characteristics of human resource management.

  • Ans:- The process of managing and utilizing the available human resources in the work is called human resource management. Any four characteristics of human resource management are listed below:
  • i) It is the function of management.
  • ii) It is concerned with people and workers only.
  • iii) It helps to improve efficiency of people.
  • iv) It is a routine process and function of administration.

2. Explain the importance of human resource development. Ans:- The process of improving the skills, knowledge, attitude and behavior of employees of an organization is called human resource development. It plays an important role for the efficiency and reputation of an organization.

  1. i) It carries out various development projects and utilizes the available resource in the most effective way.
  2. ii) It manages appointment of workers, utilization of their skills and efficiency, reformation of organization.
  3. iii) It prepares incentive plan for the manpower.
  4. In this way we can conclude that human resource development has great importance for particular organization or whole country.

3. What plan has been made for human resource development in our country ?

  • Ans:- The plan that has been made for human resource development in the country are mentioned below:
  • i) To develop the competent and skilled manpower able to compete in national and international market.
  • ii) To maintain balance between demand and supply of manpower.
  • iii) To run integrated programs for skilled human resource development
  • iv) To develop the ability of targeted group.

4. How should the manpower plan to be prepared in order to upgrade our country as a developed country?

  1. Ans:- The manpower plan to be prepared in order to upgrade our country as a developed county are mentioned below:-
  2. i) Determining the objective of human resource planning.
  3. ii) Analyzing current manpower supply.
  4. iii) Forecasting the demand and supply of manpower.
  5. iv) Analyzing the manpower gaps.
  6. v) Training and development and evaluation of manpower planning etc.
  7. By considering all above points the manpower plan should be prepared.

5. What are the challenges in the human resource development in Nepal? How can they be overcome?

  • Ans:- The challenges of human resource development in Nepal are listed below:-
  • i) Lack of manpower for development since a large number of manpower goes abroad for employment.
  • ii) Complexity in the development of manpower since the production of the manpower doesn’t match their demand in the market.
  • iii) Lack of clear human resource policy in the country.
  • The above challenges can be overcome by following ways:
  • i) Employment opportunity should be created in the country.
  • ii) Balance between production of manpower and their demand in the market should be maintained.
  • iii) A human resource plan with long term vision is also necessary.

6. W hy is it essential to improve the condition of human resource development in Nepal? Give reasons.

  1. Ans:- It is essential to improve the condition of human resource development in Nepal and that essential reasons are mentioned below:
  2. i) It helps to demand recruit the manpower on the basis of human resource plan.
  3. ii) To increase the productivity of the organization with proper management of available manpower.
  4. iii) To increase or decrease the number of workers in the organization by analyzing the expenditure for labour.
  5. iv) To fulfill lack of manpower at a time of need and manage the additional employees.

7. Write any four differences between human resources development and human resource management ? Ans:- Any four differences between human resource development and human resource management are listed below:

S.N Human Resource Development Human Resource Management
1. The process of bringing positive change in attitude, behavior, knowledge etc. of employee is called human resource development. The process of utilizing the available manpower in various sectors according to their knowledge is called human resource management.
2. It is a function of a management. It is a part of human resource development.
3. It is a routine process and function of administration. It is an ongoing process.
4. It is concerned with people only. It is concerned with the whole organization.

Unit:- 1, Lesson:- 1 Human Resource Development
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What do you mean by human resource development in India?

In pursuance of this mission, the Ministry of Human Resource Development (MHRD) was created on September 26, 1985, through the 174th amendment to the Government of India (Allocation of Business) Rules, 1961. Currently, the MHRD works through two departments: Department of School Education & Literacy.
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What is meant by human resource definition?

Human Resources (HR) Definition – What is Human Resources (HR) Human resources (HR) is the department within a business that is responsible for all things worker-related. That includes recruiting, vetting, selecting, hiring, onboarding, training, promoting, paying, and firing employees and independent contractors.

HR is also the department that stays on top of new legislation guiding how workers need to be treated during the hiring, working, and firing process. HR is considered by many business strategists to be the most important of all company resources. That’s because employees can gain new skills, thereby increasing the size of a company’s competitive advantage over time.

Other resources simply don’t have that capacity.
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