Скачать или смотреть 50 Years of HRD in India

It was around five decades back Human Resources Development (HRD) was conceptualised as in Integrated system of six subsystems (performance appraisal, feedback and counselling, career planning and development, potential assessment and development, training and development and organisation development). From these the HRD department emerged to manage it and new HR function was created to link other systems. As time passed HRD got extended from corporations to countries as Human Development Index surfaced. On outlining the principles in designing HRD Udai Pareek and T V Rao from IIMA envisaged it’s role in building “enabling capabilities” in organisations - to create organizational health, problem solving capabilities and to support other systems in the organization. Terms like developing participative culture, potential recognition, autonomy, participation, decentralisation, differentiation, integration, specialisation, diffusion, culture change, responsibility, feedback, pro activity, continuous review and renewal are some of the terms used. On the whole it was to be a proactive and enabling or capability building function at individual, role, dyad, team and whole organisation. With increased awareness of the gap between theory and practice and to disseminate HRD as a philosophy and a set of values, The National HRD Network (NHRDN) was conceptualised. It was a national body to pick up and disseminate the HRD philosophy, systems and practices. The primary objective of this society was to “stimulate the positive forces for humanising the sytems and organisations in national life enabling people in these to make their best contributions”. It is a body set up to promote the philosophy and values of HRD for the welfare if human society. Thus HRD evolved from systems to department to function to organisation and the nation and society. Today, post pandemic and technology driven AI world, HRD stands as a philosophy, a set if values and beliefs of development and a way of life. It is nit merely the job of HR professionals but of every human being. Be human, respect each other, respect life (plants, animals, birds and environment). Speak truth. Maintain a character of integrity of thought, speech and actions. Work with non- violence and peaceful co-existence. The world is one family. I hope the NHRDN stands in whatever chapter or wherever in the world for these values and way of life. Keep reflecting, learn from one another and try your best to practice and make your and others’ life enriching and fulfilling. The main role of HR facilitators is to make every human being to be more human, discover and manage talent for the welfare of each other and the society.