Dear Friends,
The development of HR function is set against the back ground of turbulence and change in business environment, change in organization life work, processes and work culture. HRD in any organization is perceived as a function enabling people to be treated as valued assets and efforts to constantly develop them not only as an individual but also underlying their contribution in business building. It also shoulders the responsibility of integrating the development of individual people with the organization development.
It is the practice of enhancing the enabling capacity of individuals, collectives and organizations through the development and application of learning based interventions for the purpose of optimizing employees and organizational growth.
It is this function which has been able to convert the mind set from viewing the employees merely as a tool of producing the desired results to recognizing them as human capital. But this is not enough. HR function has to go a long way in this journey. It has to establish environment conducive to encourage creativity, innovation and effectively utilize the energy of the workforce with commitment for the growth of the organization in total.
It would also be relevant to point out that why in spite of relentless efforts to establish this function as a mechanism of business growth, HR function still has to struggle for due recognition in the organization. This is probably because of growing attitude among HR professionals to change jobs quickly and contributing less, thereby creating dent on credibility.
No doubt, HR function is getting sharper attention since 1980s. This decade can be called the decade of HRD. It is no secret that Dr. T.V. Rao and Late Udai Pareek are recognized as pioneers / founders of this function in the country. Due to their consistent efforts, organizations conferred importance and recognition to HRD. Since then organizations are striving to derive benefits through HRD practices. A sea change has taken place in the organizations’ climate.
There may also be certain inadequacies in HRD practices which create roadblocks and prohibit the organizations from being effective. Here the meaningful role of HR professionals comes in. They are expected to remove these inadequacies while formulating the strategies and designing HR interventions as time moves on.
The cover feature of Business Manager January, 2012 issue carry vibrant views of Dr. T.V. Rao, the stalwart founder of HRD function in the country on the subject along with the article he and late Dr. Pareek penned down the saga of development of HRD.
Wish you a very prosperous 2012.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
181The development of HR function is set against the back ground of turbulence and change in business environment, change in organization life work, processes and work culture. HRD in any organization is perceived as a function enabling people to be treated as valued assets and efforts to constantly develop them not only as an individual but also underlying their contribution in business building. It also shoulders the responsibility of integrating the development of individual people with the organization development.
It is the practice of enhancing the enabling capacity of individuals, collectives and organizations through the development and application of learning based interventions for the purpose of optimizing employees and organizational growth.
It is this function which has been able to convert the mind set from viewing the employees merely as a tool of producing the desired results to recognizing them as human capital. But this is not enough. HR function has to go a long way in this journey. It has to establish environment conducive to encourage creativity, innovation and effectively utilize the energy of the workforce with commitment for the growth of the organization in total.
It would also be relevant to point out that why in spite of relentless efforts to establish this function as a mechanism of business growth, HR function still has to struggle for due recognition in the organization. This is probably because of growing attitude among HR professionals to change jobs quickly and contributing less, thereby creating dent on credibility.
No doubt, HR function is getting sharper attention since 1980s. This decade can be called the decade of HRD. It is no secret that Dr. T.V. Rao and Late Udai Pareek are recognized as pioneers / founders of this function in the country. Due to their consistent efforts, organizations conferred importance and recognition to HRD. Since then organizations are striving to derive benefits through HRD practices. A sea change has taken place in the organizations’ climate.
There may also be certain inadequacies in HRD practices which create roadblocks and prohibit the organizations from being effective. Here the meaningful role of HR professionals comes in. They are expected to remove these inadequacies while formulating the strategies and designing HR interventions as time moves on.
The cover feature of Business Manager January, 2012 issue carry vibrant views of Dr. T.V. Rao, the stalwart founder of HRD function in the country on the subject along with the article he and late Dr. Pareek penned down the saga of development of HRD.
Wish you a very prosperous 2012.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
As an HRD Manager what steps you will initiate before dismissing a workman found guilty of misconduct where there is the presence of a strong employees union.
From India, Mumbai
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Personality Development.pps
People development process.doc