Our country is facing various challenges. So we must keep special attention towards human resources and their energy be utilized for best economic, and technological management. Â The professionals in this area are yet in that impassion that how to look after economic growth, poverty issue and socialrevolution.Butsome limits are there to the socioeconomic role of themanagementsthat canact. Time issuitable that wemustunderstand the seriousness of the situation. The correlation between the world of thoughts and the world of action is not different. In the developing countries like Indiaâ€”having a outdatedagricultural background,the taskof managing business is more difficult. On the other hand the innovators ofManagement Economics did very muchto continuebelief in the possibilities of socioeconomicprogress. Mostlyinventive measures such as development in the outer economicconditions, effective policy programs, better mobilization and more effective utilizationof human resources are the current indicatorsto this direction.Organizations are facing many challenges while we are moving to this new century. The latest ASTD study mentioned followingÂ  Â emerging trends that effecton HRD. These trends are shown Â in the following Figure1,1.Â

Ahiwale, Swati

English

International Research Journal of Multidisciplinary Studies (IRJMS)

INTERNATIONAL RESEARCH JOURNAL OF MULTIDISCIPLINARY 
STUDIES 
  
 Vol. 3, Issue 4, April, 2017       ISSN (Online): 2454-8499      Impact Factor: 1.3599(GIF), 
                                                                                                             0.679(IIFS) 
 
1st April, 2017                                        Page No: 1 
 
FUTURE CHALLENGES TO HUMAN RESOURCE 
DEVELOPMENT 
 
Prof. Swati Ahiwale 
Modern College of Arts Commerce and Science, Shivajinagar Pune 04 
 
INTRODUCTION 
 
Our country is facing various challenges. So we must keep special attention towards human 
resources and their energy be utilized for best economic, and technological management.  The 
professionals in this area are yet in that impassion that how to look after economic growth, poverty 
issue and socialrevolution.Butsome limits are there to the socioeconomic role of 
themanagementsthat canact. Time issuitable that wemustunderstand the seriousness of the 
situation. The correlation between the world of thoughts and the world of action is not different. In 
the developing countries like India—having a outdatedagricultural background,the taskof 
managing business is more difficult. On the other hand the innovators ofManagement Economics 
did very muchto continuebelief in the possibilities of socioeconomicprogress. Mostlyinventive 
measures such as development in the outer economicconditions, effective policy programs, better 
mobilization and more effective utilizationof human resources are the current indicatorsto this 
direction.Organizations are facing many challenges while we are moving to this new century. The 
latest ASTD study mentioned following   emerging trends that effecton HRD. These trends are 
shown  in the following Figure1,1.  
 
Figure 1.1   Emerging workplace trends1 
 
1 Drastic time, drastic major: Uncertain economic condition force organization to 
reconsider how they can grow and be profitable. 
2 Blurred line- life or Work? New organizational structure are changing the nature of 
work for employees and HRD professional. 
3 Small world and shrinking: Global communication technology is changing the way the 
people connect and communicate. 
4 New faces, new expectation: Diversity in work place continues to rise. 
5 Work be nimble, work be quick: The accelerated pace of change require more 
adaptable employees and nimbler organization. 
6 Security alert! Concerns about security and the ability government to provide protection 
have increased individual anxiety levels worldwide. 
7 Life and work in the E-lane: Technology], especially the internet is transforming the 
way people work and live.  
8 A higher ethical bar: Ethical lapses at the highest level in large organization have 
shaken employee’s loyalty trust and sense of security. 
 
Source:Colteryahn, K. and Davis, P. (2004) “eight trends you need to know” T and D, 58(1), 28- 36 
 
 
INTERNATIONAL RESEARCH JOURNAL OF MULTIDISCIPLINARY 
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 Vol. 3, Issue 4, April, 2017       ISSN (Online): 2454-8499      Impact Factor: 1.3599(GIF), 
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As well as Michael Hitt and his friends have also mentioned the increasing globalization and the 
technological revolution are the big challenges for human resource development. They have 
suggested some actions to overcome these problems. These are improving employee skills, using 
technology effectively, improving new organizational structures as well as building cultures that 
promote learning and innovation. These methods have a great deal to do with this human resource 
development.2 They have added two issues in the challenges which are already exists in the field of 
HRD. These includes I) increasing workforce diversity, II) competing in global economy, III) 
eliminating the skills gap, IV) meeting the need for lifelong individual learning, V) facilitating 
organizational learning, and VI) addressing ethical issues ineffective manner.  
 
Our structuralattitude is further sloping to irritationwhen we come in front of  peoplefrom each and 
every layers of life. They display atendency to avoid work. The present-day cut throatcompetition 
race wants fast  action. “Overall Transformation” is the need of the day., foreach type of 
organization. This study highlights the future requirements in the humanresources development 
area  and also suggests some course of actionto managewith some of the criticalproblems in this 
field. 
 
 HUMAN RESOURCE DEVELOPMENT 
 
Rather thanexplaining the  Human Resource Development concept it will be useful to explain the 
term “Management” because it will bereallymuch easier  to know with the facts  about the concept 
of “management”.Numerous definitions of management are defined by various authors.Frederick 
(1903) the key person in the subject as it was defined  as management as “knowing precisely what 
you want men to do and observed that they do it at their level best and with the lowest cost”. 
Mostappropriate definition  byGriffinin 1984.3 
According to his opinion “Management is the process of planning organizing, leading 
andcontrolling an organization’s human, financial, physical, and information resources toachieve 
organizational goals in an efficient and effective manner”. As per  this definition we canexpress  
the “ manager is a person whosemajoractivities are the  part of the management process orin 
simple  words we can say that  who organizes, leads, plans, and  also controls all these four 
factors.By this definition we can say that the concept of  HRM can be considered as “the process 
of organizing, planning, leading, as well as controlling anorganization’s human resources for 
achieving organizational goals in an efficient manner”. 
 
The Institute of Personnel Management in England has published the following definition.4 
 
“Personnel management is that part of management concerned with people atwork and with their 
relationship within an enterprise. Its aim is to bring together and developinto an effective 
organization the men and women who make up an enterprise and, havingregard for the well-being 
of the individual and of working groups to enable them to maketheir best contribution to its 
success”.5 
In short, HRM relates to the HR planning, recruiting and selection, training,and development, 
planning for compensation system, as well as planning for performance appraisal systems, and 
satisfying the low level performing problems of  employees.The HR manager is the one who is  
engaged in suchtypeof activities. 
 
INTERNATIONAL RESEARCH JOURNAL OF MULTIDISCIPLINARY 
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 Vol. 3, Issue 4, April, 2017       ISSN (Online): 2454-8499      Impact Factor: 1.3599(GIF), 
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The portionof HRM which is relatedwith the development of HR is termed as “Human Resource 
Development” and also concernswith the  teaching managers 
And the professionals the skills are alsonecessary for both current and forthcoming jobs”.  
The subject of HRD is not very new in fully developed nations, butunluckilyit is the 
utmostignoredarea in the developingcountries. Personnel at all levels needs training and 
constantimprovement if their potential is to beusedefficiently.Fast changing technologyneeds that 
employees must make use of their knowledge and skills required to manage with recent 
technologies. 
Organizations are now  realizing  thatperformance of any business  is depend upon the efficiency 
of their human resources. So the task of recruitment  and selection of capable staff the first stepin 
constructing an efficientwork force. Now it is the proper timeidentify the significance of human 
resources, as we will be the failures if we will not invest in human capital. 
 
FORTHCOMING CHARACTERISTICS OF ORGANIZATIONS 
 
Only as per “Logical assumptions, about future indicates that no organizations one can achieve the 
organizational goals Particular factors asgenerated by the values and motivations, specify some of 
the characteristics of organizationfor the future”. 
 
THE CORPORATE SYSTEM 
Now the days are gone administrators will develop the techniques to order theorganizations 
towards the probable needs and solve the problems . Now modification is expected to take place in 
the corporate system, that is now activities-oriented instead of result-oriented The sources 
oflearningwill encourage organizations to  an entire system concept for the attainment 
ofbestgratifications.  
OPERATIONAL SYSTEMS 
The operational systems by means of various prime missions for individuals and the nationwill be 
planned for the achievement of goals. The main systems will be for environmental values for 
production and supply of goods and services, for support services, for the education, and for 
observing. All the main systems will have prime mission, e.g., themission of educational prime 
systems will be to develop the human competency by providing them equal opportunity to acquire 
the  knowledge, skills and values with intent to operate the organization systems. 
 
LEADERSHIP ROLE OF THE MANAGEMENT  
In the next century management leadership role will move from a role of centralized decision 
making to decentralized decision making in order to achievegoals. Many of the individuals in the 
organizations will thus be able to satisfy fromtheir contributions. “Management will be considered 
as an  authority will flow fromthe most wanted results of a system rather than from the orders  of 
one individual’’.The image of that individual in the organization will be decided by his knowledge, 
skills and values.  
 
THE MANAGEMENT SKILLS 
 
A manager requiresa number of special skills for his managerial success. Having these skills will 
be the only main factor in the selection of amanager of the comming century. These skills are as 
under.  
 
INTERNATIONAL RESEARCH JOURNAL OF MULTIDISCIPLINARY 
STUDIES 
  
 Vol. 3, Issue 4, April, 2017       ISSN (Online): 2454-8499      Impact Factor: 1.3599(GIF), 
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Technical Skills:  
Such skills are the skills needed to complete specialactivities. For example Doctors, Dentists 
Engineers, all have the technical skill necessary for theirrespective profession. 
 
Interpersonal Skills:  
Managers are also expected to haveinterpersonal skills. Managers spend maximum time interacting 
with persons both inside as well as outside the organization. These skills include leadership, 
communication,negotiation and motivational skills. 
 
Conceptual skills: 
Conceptual skills depends on the manager’s ability to think in the extract.Managers must have the 
mental capacity to understand various isues and their cause-and-effect relationships. 
 
Diagnostic Skills:  
Successful manager will be the one who will be able to diagnose a problem in the organization. A 
manager who can analyze and dignose the situation, can also discover the solution for it. 
Analytic Skills: 
 By analytic skills we a manager can understand the relationship of the key variables 
in a situation to resolve which  one should receive the most attention. 
 
In short  successful managers are expected to have five basic skills, i.e., technical, conceptual, 
interpersonal, diagnostic as well as analytic. Though, the level of importance ofthese skills differ 
from  the various  management levels. 
 
SOURCES OF MANAGEMENT SKILLS8 
 
Survival of the organization depend upon the existence of “young” generation, The young 
generation now in universities and colleges will provide the leadership as young generation. The 
future of the organization belongs to the new group andorganizations will be influenced by their 
proper motivation.7 The below mentioned are the influential forces for the next century:- 
1) Management Education  
2) Management Development 
 
MANAGEMENT EDUCATION 
In developed countries itis well-read that an investment in human capital show higher rate of profit 
as comparedwith investment in capital goods. The investment in human resources will also have 
the best results for  improved level of economic growth and  for social progress. A great British 
Economist in late 19th CenturyAlfred Marshall emphasized the importance of the human 
capital that “the most valuable of all capital is that invested in human beings”.The developed 
nations are insisting on the investment of human capital. These nationshave average literacy rate 
close to 80% on average, which is expected to reach 95% by thefirst quarter of the next century. 
 
2) MANAGEMENT DEVELOPMENT 
People now in jobs is the great human resource for developing country. Thesepeople have learned 
some skills and managerial ideas in their jobs but it is not enoughfor business success. So it istheir 
employers responsibility that business management institution must be designed that will allow 
INTERNATIONAL RESEARCH JOURNAL OF MULTIDISCIPLINARY 
STUDIES 
  
 Vol. 3, Issue 4, April, 2017       ISSN (Online): 2454-8499      Impact Factor: 1.3599(GIF), 
                                                                                                             0.679(IIFS) 
 
1st April, 2017                                        Page No: 5 
them to upgrade themselves. Short and long term courses and seminars, conferences and 
workshops should be designed for these people. 
 
CONCLUSION 
 
At the end of the 20th century, we must be conscious about the investment in human capital 
willundoubtedly yield higher returns than in any other capital. To be effective, HRD professionals 
must possess a number of competencies and must be able to serve number in a number of 
roles.These roles will help the HRD professionals meet the challenges facing organizations in this 
new century.These challenges includes workforce diversity, compering in global economy, 
eliminating the skills gap,meeting the need for lifelong  learning, becoming a learning organization 
and addressing ethical dilemmas.   
 
 
 
 
REFERENCES 
 
 Source: Colteryahn, K. and Davis, P. (2004) “eight trends you need to know” T and D, 58(1), 28- 
36 
 Human Resource Development by Jon M Warner, Randy L.DeSimore. First India edition 2011. 
Cengage Learning India Private Ltd.418, FLE<Patparganj Delhi 110092. 
 Rick W. Griffin, “Management”, Massachusetts, Houghton Mifflin Company (1984),p-7. 
 The terms “Personnel Management” and “Human Resource Management” are synonyms, and the 
same way terms, “Personnel Development”, “Management Development” and “Human Resource 
Development” are synonyms. 
 Graham H. T., “Human Resource Management”, London, Pitman Publishing Company (1988), p-
123. 
 This section is based heavily on John F. Mee, “Speculation about Human Organisations in the 21st 
Century,” “Business Horizons,” Feb. 1971, pp 5-7, 10-16 
 Richard D. Carter, “Future Challenges of Management Education”, New York, Praeger Publishers 
(198l), p 56. 
 Richard D. Carter, “Future Challenges of Management Education”, New York, Publishers (198l), 
p 58. 
 Adapted from Miller Vincent A., “The Guidebook for International Trainers in Businessand 
Industry,” New York. Van Nostrand Reinhold Company (1979), p. 208. 
 
 
 


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