Redefine HRD as Human Relations Development

Redefine HRD as
Human Relations Development
K S VENKATARAMAN

Managing man-power

If we want to do something, we need the time, money and manpower for it. Without organizing these three, we cannot do anything.

The time is an infinite flow. Here we refer to a given length of time necessary to complete a work. When we want to organize and manage a project, we calculate the time needed for it. Suppose a bridge has to be constructed. Based on experience and availability of other resources, we estimate the time it would take, say, two years. Based on our calculations, we recruit say, a hundred persons. Each person works eight hours daily. Management of time of the individuals and that of the project are inter-related. The time factor becomes part of the human factor.

The money is a transformation of human energy over a period. Management of money is thus a specialization of man-power management.

The idea is not to belittle the significance of management of time and money or to refute their claims as distinct specialties. My intention here is to analyze the scope for the improvement of the definition of HRD.

There are also thinkers in this field, who classify the factors of organization as physical resources, financial resources, information and knowledge resources, and human resources.

Evolution of HRD

There was a time when the importance of human factor was not recognized. The factors of Time and Money were considered very important. The organizational managers, referred to human beings just as `hands' needed to finish a work.

From the times of slavery, we have come a long way. After several improvements, it became `Personnel Management' and then has attained the present form `Human Resource Development'.

Still, the definition of the management of the human factor in the organizational scheme of things has not become perfect.

It is true that now by Human Resource Development we mean the proper management of the human factor. We do recognize the needs of development of human being and corresponding obligations of the organization. However, we still commit the mistake of equating the human factor to other factors like time and money.
Present definition of HRD is: Human Resource Development is helping employees develop their skills, knowledge, and abilities. It does include providing opportunities for training, career development, improvement of standard of living and so on.

All aspects of Human Resource Development focus on developing a more efficient workforce, capable of serving the organization and the customer in a better manner.

William R. Tracey defines human resources, "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization.

Human Resource Development includes the organizational function that deals with the human beings and matters like compensation, hiring, performance management, and training. Each person in the organization is a Human Resource.
Don McIntosh differentiates Human Resource Management (HRM) and Human Resource Development (HRD). He concludes, "In practical terms, the core practice of HRD consists of two major areas of activity: training and development, and organizational development."

It is a matter of general acceptance that the goal of HRD is improvement of the performance of the organization by maximizing the efficiency and performance of people. That is, HRD represents efforts to develop knowledge and skills, actions and standards, motivation, incentives, attitudes and work environment of human factor in an organization.

Need for Change in understanding HRD

Firstly, there seems to be no need or possibility for improving the term Human. We have eliminated the indignity attached to the workers and restored the dignity by having adopted this word `Human'.

Secondly, the term Development also perfectly suits. The term Development ensures that the human factor is not to be slighted. It has to be valued, preserved and improved.

There cannot be two opinions that the focus is on the project completion and so on organizational efficiency. If the term Development is linked with organizational development and secondarily, with individual (human) development as a means for it, it is understandable. The human development here can be designed and drawn only on the larger canvas of organizational development.

Thirdly, when we analyze the term Resource, we see a lacuna. Other factors, like money and machines are capital resources. The Oxford Dictionary describes the word `Resource', "an expedient or device; the means available to achieve an end; a stock or supply that can be drawn on; available assets" and so on.

A resource is something material, capable of being improved but without volition. A human being is much more than that.

It is true that a human being can also be improved. For this, the cooperation of the human being is important. Teachers improve students, only by interacting with them. Not by chiseling or polishing them in the workshop.

For an individual, his or her ability to sing or dance may be a resource. That ability or talent is the individual's resource and only by his own efforts, he can improve them or spoil them. In an organizational context also, this is very relevant.

The organization influences the human being first and then his resources. If the organization takes efforts to improve the employee's resources, it cannot do so on its own, without the involvement and cooperation of the employee. Such involvement and cooperation could be gained only by improved relations with him or her.

While other resources do not admit of any possibility of interaction or relationship, human beings are influenced only by that; and not by anything else.
When we use the word `Resource' it sounds somewhat impersonal and distant. We need a word that would indicate closeness, friendliness and mutual well wishes.
As such, it should be Human Relations Development and not Human Resources Development. The acronym remains the same. However, for the HRD practitioners, such a revised perspective would mean a lot. It would go a long way in strengthening unity among the people working in the organization.

A new definition of HRD

I have attempted to draw a revised definition of HRD as follows for kind appraisal by our learned brethren in the great field of HRD.

Human Relations Development (HRD) is systematic understanding of the physical and mental conditions of employee(s), including their potentials. It includes helping them develop their skills, knowledge, and abilities by bringing about better relations with them and by enabling them to take advantage of suitable opportunities for training, career development, improvement of standard of living and so on, in consonance with the organizational objectives.
----
Some of the Responses

(1)
A practical approach to the HR Management: Every organization large or small should identify the existing skills and knowledge of their employees and identify the areas improvements required for imparting them training and make them perform better for the organization goal. It is important the means used in achieving this training, that is where the relations matter. So in true sense, it becomes Human Relations Management or Development whatsoever.

M.S.Lalkumar, Head/VP/GM-HR, Gulf Consolidated Contractors
http://toostep.com/profile/vakil

(2)

Nice article, Sir!
regards,
Ravi Shanker Vardhiparthi

(3)
• Group: Human Resources Professionals Worldwide
• Subject: New comment (1) on "Redefine HRD: Human Relations Department"
Good article. It's important for us to drill down to the meaning of the names we attach to things on a regular basis and question whether they signify what we want them to.

Posted by Anna DeBattiste

(4)

• Group: H.R. Professionals
• Subject: New comment (2) on "Redefine HRD"
•
In the present turbulent times, the redefined analyzed meaning of 'HRD' appears to be appropriate for today's time and it will continue to evolve with the passage of time and understanding of 'human being' as such. Since evolution of community /society, it is the wants and desire on which business or avocation has come up so it is dynamic with the changing time and knowledge of 'Human Being' of a community. It is thought-provoking very good article and needs changing processes for implementation of this idea.

Thanks & regards
Prakash Tripathi

Posted by Prakash Tripathi pm.tripathi@gmail.com