(ii) HRD is a continuous process for the development of technical, managerial, behavioural and conceptual skills and knowledge. Human resource management (HRM) as described by Kleiman (2000) has a concept with two distinct f orms; soft and hard approach, where t he soft approach of HRM is There are a few elements in this definition (adapted from Cummings & Worley, 2009) that stand out. Demand Analysis – On the other hand to identify workforce of the future in line with the vision, mission, objectives, goals and strategies of an organisation. Thus, the organisation can develop, change and excel, only if it possesses developed human resources. He taught the work place cleanliness and improvement methods. 8. v. Employees are continuously helped to acquire new competencies through a process of performance planning, feedback, training, periodic review of performance, assessment of the development needs, and creation of development. Framework 16. Human Resource Development (HRD) focuses on the help employees develop their personal and organizational skills, abilities, and knowledge, HRD also helps to adapt an organization to the changing of external environment. Higher Productivity – The productivity of the workers is increased as a result of training. Nadler’s writing made distinction between Human resources management and Human Resource Development. Recruiting, selecting, developing, rotating and managing human resources must aid such a global organisation with a new form and perspective”. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. HRD is specialised and technical field with is increasing use of modem science and technology. This form of participation should be encouraged in India as well. It … To actively involve himself in the company’s strategy formulation. Human resource development … HRD to be effective should essentially have a strong base of human resources planning, recruitment and selection based on effective HRD requirements. Measures like canteen facilities, crèche, medical insurance, etc. ii. Human resource development is a distinct and unique area of practice that focuses on aligning employee learning and development with the strategic direction of an organization. People understand their roles better because through increased communication they become aware of the expectations, which other members of their role set have from them. To enhance organisational capabilities. Administrator Role providing co-ordination and support services for the delivery of HRD programmes. Such programmes enable the employees to interact closely with each other, open up their cognitions, share the strengths etc. Human resource development is an integral part of Human resource function of an organization that deals with development of the human resource through trainings and experiential learning. This can be done by integrating HRD with appropriate job design and succession plan. Elton Mayo emphasized the human values. He further points out that at his company any form of hierarchy is discouraged. Critical and science-based process. However, it is rather sad that the HR activities are often neglected by many Indian SMEs. The following is the brief explanation of the above cited functions: Employees’ performance appraisal or merit-rating is an important function of the HRD. : Workforce skill Analysis helps to describe skills required to carry out a function. Current and future jobs processes due to the organisation to develop the potentialities of people for next. 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