differences beetween human resource development and human resource management?
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Answer:
Human Resource Management (HRM) is the planning, organising, directing and controlling the operative functions of procurement, development, compensation, and maintenance of human resources of an organisation’s goals or objectives.
It is responsible for getting the best people, training them, and providing mechanism to ensure that these employees maintain their productivity affiliations with the organisations.
HRD is a continuous process to ensure the development of the employees, competencies, dynamism, motivation, and effectiveness in a planned and systematic manner.
The terms ‘HRM’ and ‘HRD’ are used interchangeably but both have different meanings. HRM is a wider term and HRD is only a part of it.
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Answer:
Basis of Differentiation HRM HRD
Definition and full form The full form of HRM is Human Resource Management. It refers to how the principles of management can be applied to manage the employees working in an organization effectively. The full form of HRD is Human Resource Development. It refers to continuous development functions that are implemented for improving the performance of those working in an organization.
Nature HRM is a management function. HRD is a sub-function of HRM.
Function The functions of HRM are reactive and are usually applied to gaining holistic organizational goals. The functions of HRD are proactive and have to be applied consistently to enhance the productivity of employees.
Goal The objective of HRM is related to improving the overall performance of employees. HRD goals are usually connected with skill development, knowledge enhancement, and increasing the competency of employees.
Process Most HRM processes are routine and have to be carried out as and when the need arises. HRD processes are ongoing and not occasional.
Dependency HRM is an independent entity in itself. It comprises of different sections inclusive of recruitment and retention, HRD, compensation, performance, appraisal management, etc. HRD is a subsystem of HRM and draws many functions, attributes, and processes from HRM.
Concerned with HRM deals with and has concerns for people only. It handles recruitment, rewards, etc. HRD is concerned with the development of all aspects and people within an organization and manages its skill development processes.
Levels of formality HRM functions are generally formal and are applied via classroom/laboratory training, etc. HRD functions may be informal as in mentorships, employees receive coaching from superiors, usually managers.