HRM vs HRD
Human resources are an essential section of anyorganization, company or institute. Recognizing this importance, separate branches geared towards the development and the safeguarding of this sector has evolved over time. HRD and HRM are two such subjects that cater to this growing need today.
What
is HRD?
HRD or Human Resource Development is a
sort of framework that allows and aids employees of an organization to develop
their organizational and personal skills as well as their knowledge and
abilities. There are a myriad of practices and opportunities involved in this
field. Some of them can be named as performance development and management, training,
career development, mentoring,
coaching, succession planning, tuition assistance, key employee
identification, etc.
The main goal of Human Resource
Development is to create the most superior workforce possible so that the
organization has the means to fulfil their services towards their clientele
better. Human Resource Development can be formal or informal: formal being
tutored in a classroom or an organized effort while informal may be on the job
training by a manager.
What
is HRM?
HRM or Human Resource Management is an
organizational function that has been thus introduced with the aim of
maximizing the performance of the employees. HRM focuses on policies and
systems and deals primarily in the manner in which people are managed within
organizations. HRM deals with a number of activities such as employee training, recruitment, performance appraisals as well as dulyrewarding the employees. In
doing so, HRM must also make sure that organizational practices are kept in
line with the rules and
regulations of governmental laws,
thereby ensuring a balance between industrial relations as well.
At the beginning of the human resources
movement in the early 20th century, HRM was defined by duties such as benefits
and payroll administration and transactional work whereas today withglobalization, HRM has come to focus upon strategic
initiatives such as talent management, succession planning, industrial and employee relations, and inclusion and diversity.
In order to cater to the growing need of
HRM, professionals, universities, higher educational institutes all over the
world have introduced various courses and degrees that will allow individuals
to gain the necessary knowledge needed for this field. In order to be qualified
for a position in HRM, one needs to possess educational qualifications
befitting their position.
What
is the difference between HRD and HRM?
HRD and HRM are both practices that deal
with human resources of a company. Usually in large organizations, there exists
entire departments dedicated to HRM where trained professionals work together
solely towards the amelioration of this aspect, dealing with both HRD and HRM
functions. HRD is human resource development. HRM is human resource
management.
• HRD deals with
functions such as performance development and management, training, career
development, mentoring, coaching, succession planning, tuition assistance, key
employee identification, etc. HRM deals with functions such as employee
training, recruitment, performance appraisals as well as duly rewarding the
employees.
• HRD is a part of
HRM. HRM deals with all HR initiatives while HRD only deals with the
development factor.
• HRM functions are
more formal than of HRD functions.
Difference Between
HRM and HRD
HRM vs HRD
HRM stands for
human resources management, which refers to the art of managing all aspects of
the human work force at a company or organization. HRM aims at providing an
optimal working environment for employees to fully and freely utilize their
skills to their best to achieve the company’s intended output. As human
resources management usually applies to big companies and
organizations, it has sub categories, among which is HRD, which stands for
human resources development. This is a component of HRM that focuses on
‘nurturing’ employee’s skills. Because the process of hiring new employees can
be long, expensive and cumbersome, most companies employ the strategy of HRD to
promote longevity of employees within the company because through this an
employee is likely to progressively scale up the managerial ladder.
Human resources management of a company is often an independent
department of its own composed of various sections including recruitment and
retention, performance and appraisal management, HRD and compensation sections.
But HRD does not only focus on development of skills but also focuses on the
personal development of employees. Because peoples’ needs and expectations are
ever growing and changing this section of HRM is specifically there to help
employees cope with such and prepare them for future uncertainties.
Generally
speaking, professionals working within the HRM department must have excellent
people skills although this is more so with those particularly
working in the HRD section. The HRD section needs to have professionals with
impeccable people management skills as they need to be able to realize talent
within people from a cross section of backgrounds. The HRD section is concerned
with identifying strengths and weaknesses among different employees and
devising training means that aim at making those skills complement the other.
HRD aims at developing a superior
workforce so that the company and individual employees may achieve their work
goals in the customers’ service. It can take on a formal approach as in a
classroom or laboratory training in a case where it may apply. It may also take
the informal route where an employee receives coaching or simple mentorship
from his superior, usually a manager.
Summary:
1. HRD is a sub section of HRM, i.e. HRD is a section with the department of
HRM.
2.HRM deals with all aspects of the human resources function while HRD only
deals with the development part.
3.HRM is concerned with recruitment, rewards among others while HRD is
concerned with employee skills development.
4.HRM functions are mostly formal while HRD functions can be informal like
mentorships.
Share this:
Read more: Difference Between HRM and HRD | Difference Between | HRM
vs HRD http://www.differencebetween.net/business/difference-between-hrm-and-hrd/#ixzz4356ST0nU
What is the difference between human resource Development
and human resource management as far as a degree?
I am getting closer trying to get a
bs in human resoure..but, what is the diff. between HR management and HR
development degrees???
2 following
1 answer
Report Abuse
Answers
Best Answer: Human resource management incorporates everything
concerning personnel, so that someone with a degree can work as a manager in a
personnel department.
Human resource development is more specific. It
focuses on improving personnel through training, selection, and other methods.
The goals of human resource development are worthwhile for improving
organizational productivity, whereas the goals of human resource management are
more general and vague.
However, many employers are impressed if you have
any type of "management" degree, especially if you want a
higher-level or higher-paying job.
HUMAN RESOURCE DEVELOPMENT:
Human Resource Development is the framework for
helping employees develop their personal and organizational skills, knowledge,
and abilities. Human Resource Development includes such opportunities as
employee training, employee career development, performance management and
development, coaching, succession planning, key employee identification,
tuition assistance, and organization development.
The focus of all aspects of Human Resource
Development is on developing the most superior workforce so that the
organization and individual employees can accomplish their work goals in
service to customers.
Human Resource Development can be formal such as in
classroom training, a college course, or an organizational planned change
effort. Human Resource Development can also be informal as in employee coaching
by a manager. Healthy organizations believe in Human Resource Development and
cover all of these bases.
HUMAN RESOURCE MANAGEMENT:
Human Resource Management (HRM) is the function
within an organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization. Human Resource
Management can also be performed by line managers.
Human Resource Management is the organizational
function that deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training.
Source(s):http://humanresources.about.com/od/gloss...
http://en.wikipedia.org/wiki/Human_resou...
http://humanresources.about.com/od/gloss...
http://en.wikipedia.org/wiki/Human_resource_management
Explain the difference between
HRM and HRD?
HUMAN RESOURCE MANAGEMENT IS THE ART OF MANAGING HUMAN
WORKFORCE IN AN ORGANIZATION IN AN OPTIMUM MANNER WHICH IS BENEFICIAL TO THE
EMPLOYEE AS WELL AS THE ORGANIZATION IN ACHIEVING THE ORGANIZATIONAl goal.
HRD is the multidisciplinary process and
management of developing learning and performance to enhance both the
individual and the organization.
Human resource development (HRD) is a part of
human resource management. it deals with the all round development of an
employee within an organization, his career development, training, counseling,
updating him with the latest technology, helping him explore his potential and
develop his skills which would prove beneficial to both the employee and the
organization in achieving the organization goals. it also means allocation of
resources for the development of the employee.
For an improved definition of HRD that is based
on the pith of several religions, please visit: http://www.balaji-themis.co.in/thesis/gestalt.htm
The Relationship Between HR & HRD Functions in a
Large Organization
, Demand Media 
(Photo: BananaStock/BananaStock/Getty Images )
RELATED ARTICLES
·
7 Major Goals of
Human Resources
·
How to Add a
Masters in HR to Your Name
·
The Advantages
of Centralized HR Function
·
The Advantages
of a Centralized Human Resources
·
The Advantages
of Centralizing a Human Resource Department
·
Advantages &
Disadvantages of Decentralizing Human Resource Management
A symbiotic relationship exists between human resources, or HR,
management and human resources development, or HRD. In large organizations, HR
management generally employs more than one person to shepherd daily HR
activities. Several professionals in HRD might be responsible for employee
growth duties. HR personnel recruit and hire people, among other things, and
HRD employees develop those workers into productive colleagues. HR and HRD
duties often overlap, because both human resources departments work together to
help an organization reach its full potential.
Staff
Outsourcingflexi-personnel.com
Outsource
your Labour Mngt to us and focus on your core business
HR Functions
Human resources management oversees many day-to-day concerns.
These duties are multiplied significantly in large organizations because of the
increased number of employees, so the HR department may have many employees. HR
managers will make themselves and their personnel available for any
employee-related needs, including managing unemployment claims or dealing with
work-related accidents, employment lawsuits or unresolved employee disputes
between co-workers or between workers and management.
HR Responsibilities
In addition to supervising employee-related matters, human
resources managers conduct recruitment, hiring and firing activities, oversee
payroll and manage health benefits. HR staff members work toward a safe and
productive work environment that maintains high levels of employee morale. HR
professionals will devise employee appreciation programs, direct compensation
studies and ensure that government safety standards are being met. HR managers
ensure that the organization complies with all employment laws and coaches and
counsels workers when necessary.
HRD Functions
Activities pursued by HRD personnel are focused on the
consequential development of the organization through its employees. As large
organizations seek to flourish and employee turnover occurs, the need for
qualified employees increases. HRD professionals strategically develop
employees who possess the qualities and potential that can contribute greatly
to the company's goals. The ideal HRD professional is perceptive enough to
recognize qualities in others that can be strengthened to meet the continuing
needs of the organization.
HRD Responsibilities
HRD team members will use the tools at their disposal to foster
the growth of employees to fill strategic company needs. For example, HRD staff
members may encourage an employee's ability to increase global sales by using
definitive training approaches, such as sending the qualified employee to
educational seminars. HRD professionals might also be involved in recruiting
outside the organization when an individual is discovered who can help the
company reach a critical goal.
|
Subject: Re: HRM vs. HRD what is the difference? |
|
|
Dear cbbahamas-ga; Thank you for allowing me to answer your interesting
question. Human Resource Management (HRM) and Human Resource Development
(HRD) each have their own unique purpose in the functionality of a
company. Human Resource Management (HRM) is the management of
company PERSONNEL. It is defined as: ?Staffing function of the
organization. It includes the activities of human resources planning,
recruitment, selection, orientation, training, performance appraisal,
compensation, and safety.? GLOSSARY http://www.crfonline.org/orc/glossary/h.html Here is a more detailed explanation: ?HRM means just what it says -- human resource management
-- the management of people or resources in an organization.
Almost every working organization has to have some form of HRM staff to
take care of basic employee management tasks. HRM encompasses the
traditional areas that most people think of as HR, including
compensation and benefits, recruiting and staffing, employee and labor
relations and occupational health and safety. An HRM professional might start out as a generalist, then
choose a specialty area of HRM such as benefits and become a
benefits manager. After that, she may choose to remain in the specialty
area, perhaps running all benefits programs at an organization, or move
into an HR leadership role as an HR director or VP overseeing both
HRM and HRD tasks.? Human Resource Development (HRD) is the development and
management of company RESOURCES. It is defined as: ?The development of
human capabilities, abilities, knowledge and know-how to meet
people's ever-growing needs for goods and services to improve their
standard of living and quality of life. It is a process in which the citizens
of a nation acquire and develop the knowledge and skills
necessary for occupational tasks and for other social, cultural,
intellectual and political roles that form part of a vibrant democratic
society.? GLOSSARY http://www.polity.org.za/html/govdocs/white_papers/social97gloss.html Here?s more on HRD: ?On the other hand, HRD -- human resource development --
is the development of the resources in a company: organization
development, performance management, training and learning, and
coaching. HRD includes evaluating the performance of employees, helping
employees learn and develop new skills, and assisting them with
weaknesses or areas of development. HRD also includes helping an
organization develop -- diagnosing problems with how people work
together in certain areas of an organization. An HRD professional's career might begin with an analyst
role, working as a consultant on a company's organization development
(OD) team. The HRD professional may then choose to specialize, focusing
specifically on performance programs in the organization, or may become
an OD manager, in charge of several analysts or consultants
working on OD projects. After that, he may choose to remain in the
specialty area running the OD function, or move into an HR leadership
role as an HR director or VP overseeing both HRM and HRD tasks.? VAULT CAREER LIBRARY http://www.vault.com/store/book_preview.jsp?product_id=39123 I hope you find that my answer exceeds your expectations.
If you have any questions about my research please post a
clarification request prior to rating the answer. Otherwise I welcome your
rating and your final comments and I look forward to working with you
again in the near future. Thank you for bringing your question to us. Best regards; Tutuzdad-ga ? Google Answers Researcher |
HRM and HRD
The Human Resources Management (HRM) function
includes a variety of activities, and key among them is deciding what staffing
needs you have and whether to use independent contractors or hire employees to
fill these needs, recruiting and training the best employees, ensuring they are
high performers, dealing with performance issues, and ensuring your personnel
and management practices conform to various regulations. Activities also
include managing your approach to employee benefits and compensation, employee
records and personnel policies. Usually small businesses (for-profit or
nonprofit) have to carry out these activities themselves because they can't yet
afford part- or full-time help. However, they should always ensure that
employees have -- and are aware of -- personnel policies which conform to
current regulations. These policies are often in the form of employee manuals,
which all employees have.
Note that some people distinguish a difference
between between HRM (a major management activity) and HRD (Human Resource Development,
a profession). Those people might include HRM in HRD, explaining that HRD
includes the broader range of activities to develop personnel inside of
organizations, including, eg, career development, training, organization
development, etc.
There is a long-standing argument about where
HR-related functions should be organized into large organizations, eg,
"should HR be in the Organization Development department or the other way
around?"
The HRM function and HRD profession have
undergone tremendous change over the past 20-30 years. Many years ago, large
organizations looked to the "Personnel Department," mostly to manage
the paperwork around hiring and paying people. More recently, organizations
consider the "HR Department" as playing a major role in staffing,
training and helping to manage people so that people and the organization are
performing at maximum capability in a highly fulfilling manner.