AN OVERVIEW OF HUMAN RESOURCE DEVELOPMENT
INTRODUCTION
HRD is a process, not merely a set of mechanisms and techniques. The mechanisms and techniques such as performance appraisal, counseling, training and organisation 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 purposes, and by exemplifying an HRD philosophy that values human beings and promotes their development. Human resource development is concerned with present
Increased involvement can thus result in achievement of organisational goals. HRD is an integrated strategy and planned development process for effective utilisation of human resources for the achievement of organisational objectives. It aims at the development of both human resource and organisation. It is rather a total matching process between hard S’s (Structure, System and Strategy) and Soft S’s (Soft, Skill, Style and Superodinate goals).1 “People” are the most important and valuable resource in every organisation or institution has in the form of its employees. Dynamic people can build dynamic organisations. Effective employees can contribute to the effectiveness of the organisation. Competent and motivated people can make things happen and enable an organisation / institution to achieve its goals. Therefore, organisations should continuously ensure that the dynamism, competency, motivation and effectiveness of the employees remain at high levels. Human resource development is thus a continuous process to ensure the development of employee’s competencies, dynamism,
Human Resource Development as an Administrative Function: Human Resource Development Manager is a line manager and has an important place in the organisation chart. Previously, it was treated as a staff function. But the American Society for Training and Development suggested that “Human Resource Development should be an entrepreneurial function to increase the importance of the Human Resource Development”, observe that HRD Manager should be a problem – solver, risk-taker, inter-dependent rather than remedial teacher, caution-taker and dependent. He should create opportunities for the employees in place of minimizing performance gaps.

OBJECTIVES OF HUMAN RESOURCE DEVELOPMENT:
Objectives of HRD can be listed as follows:
1. To develop capabilities of all individuals working in an organisation in connection to the present role.
2. To develop capabilities of all such individuals in relation to their future role.
3. To develop better interpersonal and employer – employee relationships in an organisation.
4. To develop team spirit.
5. To develop co-ordination among different units of an organisation.
6. To develop organisational health by continuous renewal of individual capabilities keeping pace with the technological