Mother way of HRD

In 80’s, HRD was promoted as philosophy but the era of LPG brought cut throat competition and compulsion for management to adopt HRD as necessity to ensure production in large quantity while maintaining high quality and low cost. Erosion in social values promoted the philosophy of dog eats dog as success is measured in terms of materialistic achievement and not in spiritualistic achievement. This has created indirect pressure on HR managers to create such HRD tools which are able to extract maximum output from employees instead of promoting good career, better training and enjoy-full professional life, and balance between optimum output and better professional life remained out of context in the race. Opposite to this philosophy, if we look at the capability, credibility and commitment level of our mother, we find that she is the saga of love and commitment who has numerous qualities/attributes which are desirable in an ideal HR manager like trust building, handling disputes diplomatically, performance management, managing change, succession planning, training & development, communicating from heart to heart, team building, showing care, concern and love etc. The aim of this paper is to make a conceptual study of numerous qualities of mother and correlate them with the principles/practices of HRD for better understanding and adoption in professional life of HR managers so that an ideal family like workplace can be created where employees take care of company and company take care of employees. Findings shall be quite useful for HR professionals who dream to make their professional life successful and company as the best place for work.