The HRD is a continuous process which refers to develop the personality, of employees, skills, dynamism, motivation and their effectiveness in a scientific way.
Human brain has unlimited energy to "think and act". The high efficiency good quality of work depends upon capability of employees.
Nature of HRD-
The nature and elements of HRD are highlighted as :
- Behavioural science: HRD makes use of principles and concepts of behavioural sciences for the development of people. It uses knowledge drawn from psychology, sociology and anthropology for planning and implementing various programmes for the development of individuals, groups and the organisation.
- HRD is a continuous process: As a dynamic and pro-active process, HRD believes in and emphasises the need for ‘continuous development’ of personnel to face the innumerable challenges in the functioning of an organisation. However, HRD mechanisms, processes, policies, etc. Differ from organisation to organisation to suit the needs of the situation. HRD sub-systems are deeply interlinked with the social, cultural, economic and political factors.
- HRD is a system: HRD is viewed as a system consisting of several interdependent and interrelated sub-systems. These include performance appraisal, potential appraisal, role analysis, training, job enrichment, communication, ect.
- Quality of life: In general, HRD has its relevance to the “quality of human life improvement”. At the organisation level, it is concerned with improving the quality of work life so as to achieve greater satisfaction of employees and higher level of productivity.
- Addition in Productivity: HRD is associated to change in behaviour, thinking and efficiency upgrading which ultimately affect their working thereby their productivity goes up.
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