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Human resource development includes development at various levels, including community. Community development requires HRD efforts, such as training and organization development. Community development is an alternative route to educating and training citizens of a community. Community settings, especially in developing countries, require that HRD practitioners take into account many factors, such as cultural variables, beliefs, traditions, and gender roles before bringing about change. Practicing HRD in a community setting requires a holistic approach to development. By its nature community development is multidisciplinary and, thus, using theories with a narrow focus to understand community development is inappropriate
Community development is a process where community members come together to take collective action and generate solutions to common problems. Community wellbeing (economic, social, environmental and cultural) often evolves from this type of collective action being taken at a grassroots level. Community development ranges from small initiatives within a small group to large initiatives that involve the broader community.
Effective community development should be:
- a long-term endeavour
- well-planned
- inclusive and equitable
- holistic and integrated into the bigger picture
- initiated and supported by community members
- of benefit to the community
- grounded in experience that leads to best practices
The Community Development Programme of India
The Community Development Programme has been the biggest rural reconstruction scheme undertaken by the government of free India. It has been variously described as the magnacarta of hope and happiness for two-thirds of India’s Population, the testament of emancipation, the declaration of war on POVERTY, ignorance, squalor and disease under which millions have been groaning etc.
The Community Development Programme of the present form is, in the main, an American concept. It is, in a way, the culmination of the economics of rural reconstruction as learnt and developed in the United States with its practical usefulness justified under the Indian conditions.
The Community Development Programme is broadly divided into three phases. They are- (a) the National Extension Phase, (b) the Intensive Community Development Project Phase and (c) the Post-Intensive Development Phase.
In the first phase, the areas selected are subjected to the method of providing Services on the ordinary rural development pattern with a lesser governmental expenditure. In the intensive phase, the blocks selected are subjected to more composite and more intensive development schemes with larger governmental expenditure.
In the post-intensive phase, it is presumed that the basis for self-perpetuation of the process initiated during the earlier phases has been created and the need for special government expenses reduced. Slowly the areas are left in the charge of the departments for the development.
An elaborate organization has been created to implement Community Development Projects; it is known as the Community Project Administration. Originally functioning under the Planning Commission, it is now under the charge of the newly created Ministry of Community Development.
The entire administration is composed of four major types- the central administration, the state administration, the district organization and the project administration. The power and the control flow from top to bottom making it a hierarchic bureaucratic organization.
Scope:
Needless to say that the Community Development Programme is a universal phenomenon practised both in developed and developing countries. But, the programme assumes vital significance in developing countries because of their low-level of development in various segments of social life.
Owing to its wider applicability in multifaceted fields of operation, it is not practically feasible to evolve a theoretical framework of the scope of Community Development Programme. However, for the sake of convenience, the field of Community Development Programme can broadly be divided into the following items.
1. Agricultural and allied fields:
Under this category activities regarding following items are included, (a) reutilisation of virgin and waste lands, (b) repairing of old wells, digging new wells and provision of major/minor Irrigation facilities, (c) adoption of qualitative high-yielding seeds, manures, Fertilizers, use of tractors etc., (d) provision of credit facilities for the development of Animal Husbandry, Poultry farming, fishery, Soil conservation etc. and (e) Growth of vegetables and Plants etc.
2. Organisation:
Organisation of ‘co-operative service societies’, multi-purpose Cooperative Societies, ‘Marketing co-operatives’ and other types of people’s institutions.
3. Education:
Attaching importance to primary education, adult education and social education with the aim of expanding the mental horizon of the ruralites.
4. EMPLOYMENT:
For solving the problem of rural Unemployment, attempts have been made for the setting up of small scale and Cottage industries.
5. Health Services:
Provision for mobile, permanent dispensaries, arrangements for maternal care, medical aid during pregnancy, midwife service, child care etc.
6. Communication:
Repair of old roads, construction of new roads and arrangement for transportation and communication facilities.
7. Vocational training:
Imparting vocational training in the field of tailoring, embroidery, carpentry etc.
8. Supply of drinking water:
Attempting to provide Safe drinking water by repairing old wells or constructing new ones.
9. Social welfare:
Social welfare activities include rehabilitation of old, disabled and destitute, provision for better housing, organisation of Sports, promotion of cultural activities etc.
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Human Resource Management (HRM) is the strategic and operational management of an organization’s workforce to achieve its goals. HRM includes the following functions:
- Recruitment and selection: This involves finding and hiring the best people for the job.
- Training and Development: This involves providing employees with the skills and knowledge they need to do their jobs effectively.
- Performance management: This involves setting performance goals, monitoring performance, and providing feedback to employees.
- Compensation and benefits: This involves determining how much to pay employees and what benefits to offer them.
- Employee relations: This involves managing the relationship between the organization and its employees.
- Organizational development: This involves helping the organization to change and improve.
Human Resource Development (HRD) is a process that helps individuals and organizations to develop their potential. HRD includes the following activities:
- Needs assessment: This involves identifying the training and development needs of individuals and organizations.
- Training design and delivery: This involves developing and delivering training programs.
- Evaluation of training: This involves assessing the effectiveness of training programs.
- Career development: This involves helping individuals to develop their careers.
- Employee wellness: This involves promoting the physical and mental health of employees.
- Diversity and inclusion: This involves creating a workplace that is welcoming and supportive of all employees.
Indicators of Human Resource Management and Human Resource Development in India include:
- Employee satisfaction: This is a measure of how satisfied employees are with their jobs.
- Employee engagement: This is a measure of how involved and committed employees are to their jobs.
- Employee turnover: This is a measure of how many employees leave the organization.
- Productivity: This is a measure of how much work employees produce.
- Innovation: This is a measure of how much new and creative ideas employees come up with.
- Financial performance: This is a measure of how well the organization is doing financially.
Human Resource Management and Human Resource Development are important for the success of any organization. By effectively managing its workforce, an organization can improve its productivity, innovation, and financial performance.
In India, the HRM and HRD landscape is constantly evolving. The country’s young and growing workforce is demanding more from their employers, and organizations are responding by investing in training and development programs. The government is also playing a role in promoting HRM and HRD, with initiatives such as the National Skill development Corporation (NSDC).
The future of HRM and HRD in India is bright. With the right investments and policies in place, the country can become a global leader in these fields.
What is Human Resource Management?
Human resource management (HRM) is the strategic and operational management of an organization’s workforce to achieve its goals. HRM includes the planning, organizing, staffing, leading and controlling of human Resources to meet organizational objectives.
What is Human Resource Development?
Human resource development (HRD) is a strategic and integrated approach to developing the competencies and capabilities of an organization’s workforce. HRD includes the planning, implementation, evaluation and coordination of activities that promote employee Learning and development.
What are the indicators of Human Resource Management and Human Resource Development in India?
The following are some of the indicators of human resource management and human resource development in India:
- Employee satisfaction: Employee satisfaction is a measure of how happy employees are with their jobs. It is often measured through surveys and interviews.
- Employee engagement: Employee engagement is a measure of how involved and committed employees are to their jobs. It is often measured through surveys and interviews.
- Employee turnover: Employee turnover is the rate at which employees leave an organization. It is often measured as the Percentage of employees who leave an organization in a given year.
- Productivity: Productivity is a measure of how much output an organization produces with a given input. It is often measured as the output per hour worked.
- Quality: Quality is a measure of how well an organization’s products or services meet customer expectations. It is often measured through customer surveys and defect rates.
- Innovation: Innovation is the ability of an organization to create new products or services, or to improve existing ones. It is often measured through the number of patents filed or the number of new products or services introduced.
- Learning and development: Learning and development is the process of acquiring new knowledge and skills. It is often measured through the number of employees who participate in training programs or the number of new skills acquired.
What are the challenges of Human Resource Management and Human Resource Development in India?
The following are some of the challenges of human resource management and human resource development in India:
- The shortage of skilled workers: India faces a shortage of skilled workers in many sectors, such as information technology, engineering and manufacturing. This shortage is due to a number of factors, including the rapid growth of the Indian economy, the aging population and the low levels of Investment in education and training.
- The need for greater flexibility: Indian organizations are facing increasing pressure to be more flexible in order to respond to the changing needs of the market. This flexibility is needed in areas such as work arrangements, pay and benefits.
- The need for greater diversity: Indian organizations are becoming more diverse, both in terms of gender and ethnicity. This diversity can bring new challenges, such as managing cultural differences and ensuring that all employees feel valued and included.
- The need for greater employee engagement: Indian organizations are facing increasing competition for talent. In order to attract and retain the best employees, organizations need to focus on employee engagement. This means creating a workplace where employees feel valued, respected and empowered.
- The need for greater innovation: Indian organizations need to be more innovative in order to succeed in the global marketplace. This innovation can be in the form of new products or services, new ways of doing business or new ways of organizing work.
What are the trends in Human Resource Management and Human Resource Development in India?
The following are some of the trends in human resource management and human resource development in India:
- The increasing importance of talent management: Talent management is the process of attracting, developing and retaining the best employees. In India, the importance of talent management is growing due to the increasing competition for talent.
- The increasing use of technology: Technology is being used increasingly in human resource management, for tasks such as recruitment, performance management and training. The use of technology is expected to continue to grow in the future.
- The increasing focus on employee engagement: Employee engagement is the level of commitment and involvement that employees have in their work. In India, the focus on employee engagement is growing due to the increasing recognition of its importance for organizational success.
- The increasing focus on diversity and inclusion: Diversity and inclusion are the policies and practices that promote the acceptance and respect of all employees, regardless of their background or characteristics. In India, the focus on diversity and inclusion is growing due to the increasing diversity of the workforce.
- The increasing focus on sustainability: Sustainability is the ability to meet the needs of the present without compromising the ability of future generations to meet their own needs. In India, the focus on sustainability is growing due to the increasing awareness of the environmental and social impacts of business.
Question 1
Which of the following is not a function of human resource management?
(A) Recruitment
(B) Selection
(C) Training
(D) Development
(E) Compensation
Answer
(E) Compensation is not a function of human resource management. It is a function of finance.
Question 2
Which of the following is not a type of training?
(A) On-the-job training
(B) Off-the-job training
(C) Apprenticeship
(D) Vestibule training
(E) None of the above
Answer
(E) All of the above are types of training.
Question 3
Which of the following is not a goal of human resource development?
(A) To improve employee performance
(B) To increase employee satisfaction
(C) To reduce employee turnover
(D) To increase employee retention
(E) To increase employee engagement
Answer
(E) To increase employee engagement is not a goal of human resource development. It is a goal of organizational development.
Question 4
Which of the following is not an indicator of human resource development in India?
(A) The number of employees with higher education
(B) The number of employees with training
(C) The number of employees with professional certifications
(D) The number of employees with foreign language skills
(E) The number of employees with management skills
Answer
(E) The number of employees with management skills is not an indicator of human resource development in India. It is an indicator of organizational development.
Question 5
Which of the following is the most important factor in human resource development?
(A) The quality of training
(B) The quantity of training
(C) The relevance of training
(D) The cost of training
(E) The availability of training
Answer
(C) The relevance of training is the most important factor in human resource development. If training is not relevant to the needs of the organization, it will not be effective.
Question 6
Which of the following is the most common type of training in India?
(A) On-the-job training
(B) Off-the-job training
(C) Apprenticeship
(D) Vestibule training
(E) None of the above
Answer
(A) On-the-job training is the most common type of training in India. It is the most cost-effective type of training and it allows employees to learn while they are working.
Question 7
Which of the following is the most effective type of training?
(A) On-the-job training
(B) Off-the-job training
(C) Apprenticeship
(D) Vestibule training
(E) None of the above
Answer
(E) There is no one-size-fits-all answer to this question. The most effective type of training will vary depending on the needs of the organization and the employees.
Question 8
Which of the following is the most important factor in the success of human resource development?
(A) The support of top management
(B) The commitment of employees
(C) The availability of resources
(D) The quality of training
(E) The relevance of training
Answer
(A) The support of top management is the most important factor in the success of human resource development. Without the support of top management, human resource development will not be successful.
Question 9
Which of the following is the most common challenge to human resource development in India?
(A) The lack of qualified trainers
(B) The lack of resources
(C) The lack of commitment from employees
(D) The lack of support from top management
(E) The lack of relevance of training
Answer
(C) The lack of commitment from employees is the most common challenge to human resource development in India. Employees may not see the value of training or they may not be willing to take the time to participate in training.
Question 10
Which of the following is the most important step in the human resource development process?
(A) Needs assessment
(B) Training design
(C) Training delivery
(D) Training evaluation
(E) None of the above
Answer
(A) Needs assessment is the most important step in the human resource development process. Without a clear understanding of the needs of the organization and the employees, human resource development will not be successful.