1. By Prof:-Sradhanjali Mishra

2. Definition of HRD  A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands. According to Peter F. Druker, "the prosperity, if not the survival of any business depends on the performance of its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organisation.

3. HRD  According to Prof. T.V. Rao, HRD is a process by which the employees of an organisation are helped in a continuous and planned way to : (1)Acquire or sharpen capabilities. (2)Develop the capabilities and exploit the potential, for individual and organisational development purposes. (3)Develop an organisational culture in which the various constituents (superior-subordinate) contribute to the professional well being of employees.

4. Emergence of HRD  Employee needs extend beyond the training classroom  Includes coaching, group work, and problem solving  Need for basic employee development  Need for structured career development

5. Scope of HRD/HRD Instruments

6. Relationship Between HRM and HRD  Human resource management (HRM) encompasses many functions  Human resource development (HRD) is just one of the functions within HRM

7. Primary Functions of HRM  Human resource planning  Equal employment opportunity  recruitment and selection  Compensation and benefits  Employee and labour relations  Health, safety, and security  Human resource development

8. Secondary HRM Functions  Organization and job design  Performance management/ performance appraisal systems  Human information systems

9. HRD Functions  Training and development (T&D)  Organizational development  Career development

10. THANK YOU