Mba, B.sc Agri
Asst. Manager - Human Resources
Handwriting Analysis, Employee Relations,
Student - Hr Professional
Story Teller, Trainer & Mentor, Management
Hr Systems Adviser
Content Provider For Software Company
According to P. C. Tripathi (2002), Human Resources Development, Sultan Chand & Sons:
1) PM is traditional, routine, maintenance-oriented, administrative function whereas HRD is continuous, on-going development function aimed at improving human processes.
2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.
3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning and advancing continuously.
4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions.
5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.
6) Important motivators in PM are compensation, rewards, job simplification and so on. HRD considers work groups, challenges and creativity on the job as motivators.
7) In PM improved satisfaction is considered to be the cause for improved performance but in HRD it is the other way round (performance is the cause and satisfaction is the result).
Hope this helps you. :)