Managing Quality of HRD

Human resource development (HRD) is concerned with preparing employees to work effectively and efficiently in the organization. It is an important function of human resource management. It ensures that organizations have adequate human resources with capabilities needed for achieving goals effectively. HRD include its working activities and their

interconnectedness with each other to increase productivity and quality of work refers to the employees perceptions of their physical and mental well being at work. The HRD mechanism aims to attain the goal of productivity and quality of work.

HRD quality is perception of excellence by employees and managers to satisfy HRD needs through HRD programmes. The concept of total quality management (TQM) should be used to manage the quality of HRD programmes. TQM is continuously improving the quality of HRD programmes, through everyone commitment and involvement to satisfy needs of participants. Total quality management for HRD requires

• Commitment from top management for HRD.
• Intense focus on employees and manager participants in HRD programmes.
• Participants involvement at all levels of HRD.
• Use of new technology and new methods in the delivery of HRD.
• Feedback from participants about HRD quality.
• HRM actions needed to manage quality of HRD are
• Ensure that all HRD programmes work within the HRD policy and are consistent with organizational goals.
• Priorities HRD needs. Do not dilute resource on to may needs
• Recognize efforts of participants in HRD programmes
• Reward individual and group efforts to improve the quality of HRD 
• Control the effectiveness of HRD efforts in terms of 
•  Reaction criteria: Feeling of participants to the contents, process, method of HRD.
• Learning criteria: Knowledge, skills, attitudes acquired through HRD experience.
• Behavior criteria: Changes in job behavior that result after HRD programmes.
• Result criteria: Improvements in organizational performance after HRD programmes.

Managing Productivity of HRD

Productivity is the efficiency relationship between input and output. It is input-output ratio within a time frame with due consideration quality. It is needed to be properly planned and managed. Components of productivity in HRD are

1. Technology: Availability of HRD technology in terms of skills systems equipment.
2. Innovation: Creation and implementation of new ideas.
3. Learning: Change in behavior resulting from skills and management development.
4. Motivation: Ability to do jobs effectively for higher performance.
5. Cost effective: Efficiently utilized resource allocated to HRD helps to reduce cost with maintaining quality.

The total benefits of HRD should exceed total costs of HRD, HRD should aim for high value for money.

Productivity of HRD should be managed by

• Effecting participants’ involvement in the formulation and implementation of HRD programmes.
• Enhancing motivation of participants for HRD
• Linking HRD rewards with performance.
• Creating supportive organizational climate for HRD
• Controlling HRD, efforts monitoring and evaluation. Feedback is essential for control.