HUMAN RESOURCE DEVELOPMENT VRS HUMAN RESPONSE DEVELOPMENT

ON GOING EVOLUTION PROCESS s s s DATA INFORMATION KNOWLEDGE PRODUCT SOLUTION INNOVATION ACCOUNTING STRATEGIC PLANNING SUCCESS FIG-1:: Evolution of Human Response Development through the Last Half a Century

UNDERSTANDING HUMAN BEINGS EMOTIONAL – INTELLIGENCE MACHINE USE VS HUMAN USE

Ordering/instructing -- Counseling Circulars -- Meeting/Discussion Targets-- Contests/set bench marks Indifference/Apathy-- Recognition / Appreciation / Empathy Feed Inputs -- Share Problems / ideas / objectives Only formal communication -- Initiate positive (Interaction / Brainstorming)

MACHINE USE VS HUMAN USE Follow procedures-- Make recommendation for job Enrichment Target achieving Language-- Using problem solving language Getting the work done-- Getting down to Problems Talking VRS-Depreciation-- Talking of future together Appreciation Sticking to duty -- Accepting Responsibility No planning-- Planning the future Compliance-- Decision making ability

MACHINE USE VS HUMAN USE Quantitative Orientation-- Qualitative Orientation Productivity--Quality Use expertise--Use creativity and innovations with expertise IQ/Intelligence (Artificial)--EQ/Emotional Capability (Natural) Routine Work--Versatility Rigidity--Flexibility Distributed co-ordination--Symbiotic Networking Formal Teaching &Training--Cross boundary learning/ multi Feed Back Loops Skill Learning

Inhibits natural learning--Creates Learning environment Technology Business-- Collaborative innovation Integration Employee--Entrepreneur/knowledge worker Repetition of Mistakes--Learning from mistakes and Unless corrected self rectifying Impersonal, Formal--Builds Relationship /Partnership Specialized tasks-- Multiple Task (Division of Labour)

Jobs according to prescribed - Jobs according to education, Traditional qualification skill, traits, personality and Emotional intelligence Implementation & Feed back -- Supervisory co-ordination Skill Discharging the job/function --Understanding the purpose For job Security of job/functions Statistical thinking -- Quality (of Life) Thinking Counting Money -- Making money for the Organization Material Intelligence --Spiritual Intelligence (Integrity, Soul searching)

Information and facts -- Intuition / Hunch Somatic(physical) health-- Psychomatic Health Enlightenment -- Enjoyment Information,data(source of) -- Knowledge(source of) Safe playing -- Risk Taking Hindsight -- Insight/ Foresight Sustenance -- Growth Solutions -- Innovations

THE OUTCOME HUMAN USE It brings out High Calibers, Strong Integrity towards work and positive attitude. Best people are attracted because of group value. Sense of enjoyment, comradeship, readiness to tackle challenging tasks, people become/are awake, alert and motivated. Understanding of the issues are high Enhanced standards – Physical, Emotional, & Spiritual. Effective and good decisions taken. Members of the group know each other well. Openness to learn and improve continuously. Everyone feels that their time is well spent. Group has the right balance of people. …………………and so on.

CONCLUSION Knowledge workers are the new off-springs of modern society. Intellectual capital has replaced or is replacing the traditional resources of previous era i.e., Land, Labor, Money. We are in the dawn of a new era, Intellectual Capital can rightly be called as an intangible asset. As human beings are the prime creators and users of knowledge, their management will always be a challenge. This calls for an in-depth understanding of the differences between the mechanical use of human beings versus the delicate human use. Modern day organizations have the one and only one choice, that is to give the due importance to human beings, with all their human characteristics, in their scheme of things. After achieving a benchmark through Machine Use of human beings, one can further go on achieving new land marks or heights bench marks only through Human Use of human beings. Given that, all other inputs remain constant. Humanizing management is a challenging task and is highly rewarding.

THIS WAS THE STRATEGY BEHIND THE TURN AROUND OF ROURKELA STEEL PLANT Adopted by the then E.D. (Works) & M.D, Rourkela Steel Plant from the year 2000 onwards.

Some body had rightly said: If you want 1 year of prosperity, grow What ?

If you want 1 year of prosperity, grow grain.

If you want 10 years of prosperity, grow What ?

If you want 10 years of prosperity, grow trees.

If you want 100 years of prosperity, grow What ?

If you want 100 years of prosperity, grow people.