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What Is HRD? How Does HRD Stand For?

05 January 2022
What Is HRD? How Does HRD Stand For?

Businesses grow over time, and with that comes the need to hire additional human resources. Because human resources are part of a company's identity. They must have developed plans to benefit all employees within their workforce. HRD stands for Human Resources Development, defined as an organizational process for improving employee performance. This can be done through training, skill-building, leadership development programs, etc., all geared towards enhancing organizational goals while simultaneously developing individual skills.

HRD can be broken down into three areas:

1) Learning Organizations - organizations where there are opportunities for learning at every level of the organization, including informal learning techniques

2) Communicating Organisations - organizations that ensure effective communication between members through dialogue, feedback, etc

3) Developing Organisations - organizations that are conscious of human potential and enabling their human resources to grow in work-related areas

What is HRD?

Human Resources Development (HRD) is the process of developing and improving individuals so that their performance achieves an organization's goals, allowing them to meet organizational objectives and maximize their productivity. 

Human Resources Development is an organization's ability to improve the skill sets of its employees for them to perform better at their jobs. Therefore, Human Resources Development is also an organizational process for improving employee performance through training, skill-building, leadership development programs, etc. These are geared towards enhancing organizational goals while simultaneously developing individual skills.

How Does HRD Stand For?

The human resources department is an essential part of any company. HRD stands for human resources development. It means that the human resources department trains its employees to improve their skills and become more beneficial.

Human resource development (also known as human resources management) is managing human resources or people within an organization. It includes all functions related to the growth and performance of human capital in organizations. HRD stands for human resource development. Human resources development does not necessarily mean training; it may include other activities that help people develop their potentials further. For this reason, human resource development is also known as human resources management. HRD follows closely with human remuneration because remuneration means remunerating someone's effort with rewards according to their contribution to their company or team. 

HRD stands for human resource development and means that the human resources department develops human resources such as employees to improve their skills and become valuable company members.

However, human resource development is not only training; it also includes other activities that help people develop their potentials further:

1) Training: Employees must be trained to become valuable members of the company. According to Google dictionary, the first example of human resource development shows something quite clear: "Staff training initiatives…". Everyone at work should know how to do what they are paid to do. Therefore, human resource development means that the human resources department provides them with the necessary skills.

2) Participation: What is human resource development without any rights of human resources? For human resources to become valuable members of a company, they should be involved in decision-making processes that concern them directly. The more human resource contributes to how they want their workplace to look like, the better work environment will result. Consequently, more value will contribute to the company.

3) Cooperation: Cooperating is always better than competing; this is what human resource development tries to teach their team members as well. Therefore human resources such as employees should cooperate to produce good results for the company that employs them. Again, this is human resource development.

4) Continuing education: Human resources such as employees in the human resources department must be taught how valuable learning can be in life and how it will affect their future. Unfortunately, many people learn only at school and university. Still, human resource development shows that we should continue learning even after we graduate from both schools. This is human resources development (HRD).

5) Quality of work: Funnily enough, this falls under human resources management instead of human resources development, but its influence on human resources makes it worthy for HRD inclusion. All human resources must ensure good quality; they cannot produce something wrong or inferior to what they were hired to do and still expect a promotion in their job. If they do low-quality work, human resources development means they should be coached to change their low quality into a higher one. For example, systemic coaching is the best way to coach employees.

6) Flexibility: This factor is significant; human resources such as employees must know how to change and become flexible to adapt at times when changes occur. For example, the human resources department may close one of its departments (division). The human resources need to support other human resource activities that concern them directly or indirectly. This is human resource development (HRD).

7) Teamwork: The human resources department should also teach human resources, such as employees, how essential teamwork is for the work process. Whether one works in human resources or human resource development, one must act like a team player and contribute to the overall success of the human resources department/team. Cooperation with other human resources is human resource development.

8) Ethical behavior: This factor is about doing ethical actions towards every single member of the company each employee gets involved with. The human resources department should create an example of perfectly ethical behavior to encourage human resources to follow it. This is human resource development (HRD).

9) Business knowledge: It is surprising to see how many think that business knowledge is not part of HRD. But suppose they consider the term human resources management. In that case, they will realize that human resource management means managing or influencing every aspect of an organization, including its core business. This means that all humans who work within a company must have at least some basic understanding of what it takes for their company to survive in the market and generate profit at the end of each fiscal year. Every employee contributes to their company's success with every action they take towards it; this is human resource development (HRD).

Does human resource development refer to anything other than HRD?

HRD is not the only work done in human resources development. It involves various jobs and careers, which all hold human resources development as their primary focus. This can include human resources management, human resources consulting, human resources officer, human resources director, human resources assistant, and many more. 

Does human resource development involve everyone working in this field?

No, it does not. Human resource development is such a broad term that it involves employees from multiple industries and professions; therefore, every employee cannot be included in human resource development.

How To Learn HRD?

If you want to work HRD field and want to learn more about human resources, you can join HRD courses. For example, IIENSTITU has Human Resources Development Course. This course is a video course, and you can join this course and get a certificate of achievement to use in your work life. So you can join today and begin to learn quickly!

human resources Human Resources Development HRD Systemic Coaching Teamwork Business Knowledge
Bilal Senturk
Bilal Şentürk

He completed his undergraduate studies at Celal Bayar University, Anadolu University and Istanbul University, and a Master's degree with thesis on Human Resources Management at Yıldız Technical University and Business Management at Beykent University. He is currently writing a doctoral thesis on human resources and consulting businesses on human resources.

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