Evolution of HRD: Contributions of T. V. Rao

Summary

Dr. TV Rao, a pioneer of Human Resource Development (HRD) in Asia, transformed HR from a mere administrative function into a core business philosophy. His work emphasized competence, commitment, and culture building, helping organizations thrive. Dr. Rao introduced the concept of HRD as a strategic tool, promoted HRD networks, and established educational initiatives. He also advocated for a human-centric approach, emphasizing that humans are 'possibilities' rather than mere 'resources.' His leadership in HRD has influenced industries globally, and his contributions continue to shape HR practices worldwide, earning him numerous accolades.

Takeaways

• 😀 Dr. TV Rao, along with Dr. O. De Perak, pioneered the HRD movement in Asia, revolutionizing the HR function from being administrative to a core business driver.
• 😀 Dr. Rao's work emphasized that HR is not just about managing people, but about creating a culture where people enjoy their work and feel valued.
• 😀 The core principles of HRD include competence building, commitment building, and culture building, all of which contribute to a thriving organization.
• 😀 Dr. Rao contributed to reshaping the HR landscape by integrating performance appraisals with potential assessments, coaching, and overall development.
• 😀 In the mid-1980s, HRD became a prominent field, but Dr. Rao observed its dilution and worked to preserve its core values.
• 😀 He promoted HRD across India through initiatives like the National HRD Network (1985) and the Academy of HRD (1990), ensuring the philosophy remained strong.
• 😀 Dr. Rao introduced the concept of 'Human Possibility Development', shifting the focus from treating people as resources to recognizing their unlimited potential.
• 😀 His leadership work, influenced by research at Harvard and Michigan University, led to the development of the 360-degree feedback tool.
• 😀 Dr. Rao's influence spread globally through his participation in conferences and workshops in countries like Malaysia, Sri Lanka, Egypt, and the UK, further cementing his legacy.
• 😀 Dr. Rao’s success is reflected in his vast body of work, including over 60 books, and his recognition through multiple prestigious awards and Lifetime Achievement honors.

Q & A

What significant contribution did Dr. T.V. Rao make to Human Resource Development (HRD) in Asia?

Dr. T.V. Rao, alongside Dr. O.D. Perak, pioneered the HRD movement in Asia, transforming HR from a purely administrative function into a strategic business element. He emphasized that HR is not just about managing people but about helping organizations and individuals grow together.

How did Dr. Rao redefine the HR function?

Dr. Rao redefined HR by introducing the concept that human resources are the business itself, moving beyond traditional administrative roles. He linked HR with performance coaching, training, and the creation of a workplace culture where employees are motivated and satisfied.

What key concept did Dr. Rao focus on regarding organizational culture and employee satisfaction?

Dr. Rao emphasized that a successful HR function should foster a workplace culture where employees not only enjoy their work but also leave with a sense of satisfaction. This focus on employee happiness and organizational climate was crucial to his HRD philosophy.

How did Dr. Rao contribute to HR development in India and beyond?

Dr. Rao contributed by establishing the National HRD Network in 1985, the Academy of Human Resource Development in Ahmedabad in 1990, and working globally with organizations in various countries, promoting HRD principles through conferences, seminars, and workshops.

What is the significance of the term 'Human as a Possibility' as introduced by Dr. Rao?

Dr. Rao adopted the term 'Human as a Possibility' after being inspired by Sadhguru. It stresses that human beings are not just resources, but individuals with limitless potential, and HRD should focus on helping individuals discover and harness this potential.

How did Dr. Rao contribute to the global HRD community?

Dr. Rao addressed conferences and participated in programs globally, including countries like the USA, Malaysia, China, and the United Kingdom, spreading the core HRD philosophies and contributing to publications and HR-related initiatives worldwide.

What is the significance of the 360-degree feedback process?

Dr. Rao's work with David McClelland and Abigail Stewart led to the development of the leadership style inventory, which eventually contributed to the creation of the 360-degree feedback process. This process provides comprehensive feedback on managers from all directions, including peers, subordinates, and superiors.

What was Dr. Rao's perspective on the HR department's role?

Dr. Rao argued that the HR department should not be a permanent fixture within organizations. Instead, HRD should help employees take charge of their own learning and development. When HRD becomes self-sustaining, it achieves success, and the department's need diminishes.

How did Dr. Rao's leadership and work influence HRD education?

Dr. Rao's leadership in HRD led to the development of HRD educational programs and initiatives, such as the National HRD Network, and he became a prolific author, producing over 60 books. His works like 'HR the Missionary' and 'HRD Scorecard' became widely recognized in the field.

What does Dr. Rao's HRD philosophy emphasize in terms of organizational effectiveness?

Dr. Rao's HRD philosophy emphasizes that for an organization to be effective, it must focus on competence building, commitment building, and culture building. He believes that when employees are given the right environment and motivation, the entire organization thrives.