Understanding HRM vs. HRD: What Are the Key Differences and Why Do They Matter?

I need the details of the difference between HRM and HRD. Thank you.

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Hi there,

HRM (Human Resource Management) and HRD (Human Resource Development) are two essential functions within organizations that focus on managing and developing human capital. While HRM primarily deals with the management of people within an organization, including recruitment, training, performance management, and compensation, HRD is more focused on developing the skills and knowledge of employees to enhance their performance and potential within the organization.

In essence, HRM is concerned with the overall management of human resources in alignment with the organization's strategic goals, whereas HRD is more about facilitating learning and development opportunities to help employees grow and succeed in their roles.

I hope this helps clarify the distinction between HRM and HRD. Let me know if you need more information on this topic.

Best regards,

Shumaila,

Here is some useful information.

HR is a very generic term associated with organizations, covering all activities associated with human resources requirements.

HRM stands for Management of Human Resources, which means managing all HR activities of the organization through a functional department.

HRD means Human Resource Development, which is an element of the HR activities in an organization and part of HRM.

A list of topics or areas or subjects covered under HRM?

HRM's most popular activities:

- HR Auditing
- HR Budgeting
- Strategic HRM Planning
- HR Strategies and Policies
- HR and change management
- Competency-based HR
- Knowledge management

Job Development:

- Job analysis
- Job Role/Job Description
- Job specifications
- Job enrichment
- Job rotation

Recruitment/Selection:

- Recruitment
- Selection
- Induction
- Orientation

Organizational Behavior Programs:

- Employee engagement
- Motivation
- Organization culture
- Organization development

Organization:

- Org. designing
- Org. structuring
- Org. development
- Job/role structuring

Human Resourcing:

- HR planning
- Manpower planning
- Succession planning
- Talent management

Performance Management:

- Performance appraisals
- Performance managing the processes

HR Development:

- Org. learning
- Training
- Education
- Development
- Training evaluation
- E-learning
- Management development
- Career planning/development

Reward Management:

- Job evaluation
- Managing reward process
- Administration of rewards
- Benefits

Employee Relations:

- Organization communications
- Employee communications
- Staff amenities

Health and Safety:

- OHS

Human Resource Information System.

From the above, you will see that ''HRD'' is an element of HRM. HRD activities include:

- Org. learning
- Training
- Education
- Development
- Training evaluation
- E-learning
- Management development
- Career planning/development

What is the scope of HRD in an organization?

- Developing HRD/OD Strategy for the organization
- Developing/conducting Organization climate survey
- Developing/conducting Staff satisfaction survey
- Developing/Implementing improved HR scorecard/Organization scorecard
- Developing and ensuring linkage between strategy and operational planning
- Developing and establishing workplace performance management planning and development programs
- Developing personal development programs, which is closely linked to the organization strategy
- Development of corporate learning/development plans to support the corporate plan
- Design and development of management development programs for middle management including leadership development, clarifying roles/responsibilities/accountabilities
- Develop a managerial skills program for all line managers to include diversity, performance planning & development, communication/involvement, policy awareness, health and safety, staff induction and personal effectiveness
- Review current training and development procedures to ensure equality of access and appropriate monitoring
- Establish a corporate induction training for all new entrants
- Coordination of all knowledge management programs, etc.

Regards,

Leo Lingham

Mr. LEO LINGHAM is absolutely right.

HRD comprises mainly four points:

1. TNA (assessment for any training required)
2. Training Design (Prepare program for the trainees)
3. Training Implementation
4. Training Evaluation (to check whether you achieve the results or not)

Kind regards,
Hassan

Hi,

He has given the elaborative difference between HRD and HRM. I will try to give you a small tip on this.

HRD: It is, at max, the development of the persona of the employee by the help of training, rewards, recognition systems, and assessment of the skills. One must understand it is all about the development of resources of humans, which are skills and capacities as an employee.

On the other hand, HRM is a vast area that includes the full gamut of HR. I would add one more term:

Personnel management: It is all about HR management but generally used in the context of manufacturing units.

Regards,
Tikam
tikamindia@rediffmail.com