Confused About HRM vs. HRD? How Do They Differ in Employee Development?

My boss asked me to split the HR job into two aspects: HRM and HRD. However, how do I differentiate them? Is HRD a part of HRM that specifically focuses on employee skill training and career development?

Understanding HRM and HRD

HRM is about management. HRD is about development. First, manage your human resources, then develop them. HRD comes under HRM. HRM progresses with HRD. So, with these words, build your understanding and go ahead.

Understanding HRM and HRD

HRM is the optimal utilization of human capital through motivation, interaction, communication, employee relations, employee engagement, and grievance redressal. On the other hand, HRD focuses on the development of human resources through training and development, performance appraisal, goal setting, reviews, gap analysis, and other strategies aimed at developing individuals.

Regards,
V. Annakumar
[Phone Number Removed For Privacy Reasons]

Understanding HRM and HRD

Under HRM, you can handle all matters concerning rules, policies, disciplinary actions, leaves, and retirements.

Under HRD, you can address matters such as tours, training, conferences, workshops, higher education, and service records.

Understanding HRM and HRD

HRM is managing the Human Resource of your organization. HRD is enriching that resource.

Regards,
S.K. LIMAYE / MBA (HRM)

Understanding HRM and HRD

In short, HRM is about making policies to run a factory, while HRD is focused on developing sources of manpower for the further development of the organization.

Regards,
Devendra

Understanding HRM and HRD

Up to my knowledge, HRD is part of HRM. HRM is simply managing human resources, which means planning, organizing, directing, and controlling operative functions like recruiting, selecting, training and development, and compensating functions.

HRD Functions

HRD is concerned with developing the skills, knowledge, and competencies of people and is people-oriented.

- Performance appraisal
- Employee training
- Executive development
- Career planning and development
- Succession planning and development
- Organization change and organization development
- Involvement in quality circles