Roles and Functions of Human Resource Development

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Among all the assets the most important one is the human capital. People working for an organization are its most significant asset because for every process human intervention is required. The human resource work as an asset as long as it is properly taken care of and well-motivated. Moreover, as the technological advancements are changing the methods a lot,therefore the employees also need to be developed to carry out the processes with the new techniques. Sometimes the organizations do not know what the actual potential of a person is, but this can be achieved if the HR managers and the higher management officials make strategies to develop the human capital to meet the demands of the market and the customers.

Human ResourceDevelopment which is abbreviated as HRD is the process of unleashing the real potential of the employees by understanding the learning needs of the individuals and directing them to achieve the higher strategic targets. There is a need to upgrade the skills and behaviours of the employees continuously so that the company does not lag behind in this time of fierce competition. There are different practices which are an integral part of HRD processes such as organizational development and training and development procedures. The main aim of adopting Human resource development practices is the improvement of the performance of the employees which can achieve the overall higher productivity of the company.

When the organizationsset themselves to adopt the developmental policies,they should take the decisionsby the requirements of the corporate objectives. The fundamental purpose of HRD is to mould the organizational process and individuals to achieve the organizational targets as efficiently as they can. The HRD is a continuous process,and all its proceduresare oriented to the organizational level. The HRD process does not operate in isolation rather they are the subsystems of the more extensive functions of the company. There are several advantages which an organization can have by making the HRD processes an active part of the organizational activities. You will understand the advantages of “Benefits of adopting HRD practices in organizations”.


HRD practices are little different from the HRM practices, although they both deal with people and their problems. The function of HRD is to anticipate the changes which are necessary to implement. It has to cope with the ever-changing needs of the organizations to remain in pace with the changing environment and markets trends. Whereas the HRM is only concerned with the people working for the company, but HRD is conacred with developing entire organization including people as well as the processes. Therefore it is essential that all the employees take an active part in HRD processes so that the organization can reap its maximum benefits.


There are different beliefs about the primary functions of HRD practices, and these are summed up as below:

  • The first and foremost role of HRD system is to facilitate and help the employees to gain new insights and skills so that they can complete their tasks with enhanced efficiency.
  • The primary motive of designing and implementing the HRD strategies is to imparting the higher knowledge about the procedures.
  • Change is the central aspect where the HRD processes have all the focus. The change is assumed as the learning outcome, and it is the main output which is desired after implementing the HRD practices.
  • The theories of the HRD assume that the learning happens at multiple levels and every individual has different learning styles.
  • The performance of the employees is connected with their learnt behaviours and these both are valued by the HRD managers as essential aspects when they design the HRD practices.
  • Along with the development of individuals, the overall growth of the organisation is also essential to achieve change.




  • The Manpower Planning

Manpower planning is also called as the human resource planning. There are many reasons which lead to the importance of keeping track of how many individuals are required to do a specific job. The organizations can undergo expansion, downsizing, or they have to introduce new processes which are prevalent in the industry. With planning the manpower the HR personnel ensure that they make the right number of people available for various departments. They also have to ensure that the people who are there to do certain tasks should have the skills and competencies which are needed to complete a task successfully. It is the role of HRD personnel to know about the capacity and the capabilities required for running the operations smoothly.

  • Job Analysis

Analyzing the duties and responsibilities of the jobs at hand is a critical point which every organization has to consider. The job analysis is the process where the managers collect the data regarding the duties which should be fulfilled to complete a particular task. Along with the responsibilities of the job, they also have to gather information about the skills and capabilities which are mandatory to possess by the employees which are assigned to that task. The job analysis gives the information about the need for change and development if there any. The managers can get to know about the discrepancies in the demand and availability of the skills by referring to the written records which are maintained during job analysis.

  • The recruitment and Selection Process

When the organizations need to acquire new talent, then they have to create a pool of applicants by using different mediums such as advertising in the newspapers, magazines, employment exchanges, campus recruitments, and online job portals. The selection process encompasses many phases such as telephonic interview, conducting aptitude and personality tests, face to face interviews etc. and then those applicants are selected who are most suitable for the company.

  • Performance appraisal system and unleashing the employees potentially

For every organization, it is crucial to evaluate the performance level of each employee and the teams also. This is the process by which the organizations assess the capabilities of the employees by measuring their work capabilities and competencies. There are sometimes discrepancies in the performance from the desired outcomes which are set as a benchmark by the industry or the market.

  • Training and Developmental processes

The training and development is the crucial process which is an integral part of the developmental process. With the help of suitable training programs, the companies aim to enhance the skill and capabilities of the employees by understanding their needs. By implementing the training processes, the managers expect to derive a positive growth in the productivity and change in the behaviours which are essential to adopt for accomplishing those results. The individuals become motivated to achieve their targets when they feel the organizations value them. Training is the means by which the individuals of providing the chances to grow their potential and advance in their careers.

There are many phases with which the entire training program is made up of, and these are the training need identification at the beginning where the performance gaps are identified by the line managers or by the HRD managers. Then the training program is designed by setting the objectives which it should achieve at the end. Once the management is through with the training design, then the training is compared to the employees. The last step is to evaluate the outcomes of the whole processes by checking whether the training program has achieved what it has longed for. The training and development process is directly linked to the human resource development practices, and therefore it is considered as the essential part of the HRD process.

  • Career Planning and development

The career planning is the way in which the organizations identify the potential of the employees so that they can be trained to take the higher responsibilities of their field. This might include giving him/her added responsibilities and challenges manage so that they can get used to the work which they have to do so in the next level. There are many criteria and situation for which the employee is first evaluated and then counselled to take the next higher position. It might be in the same field or direction in which he/she is working, or it can be an entirely different area where the management thinks the employees can contribute best.

  • Succession Planning

This is the process of recognizing those roles in the higher management in an organization and making it sure that if the person working on that position has to remove from that role, then there must be a person ready to take that responsibility. The succession planning assures the organizations that the key positions who have to take vital strategic decision will not be void for a long time. It also gives the individuals an opportunity to progress in their careers.