Difference Between HRM and HRD

The main difference between HRM and HRD is that HRM (Human Resource Management) relates to all aspects of the human resource function and HRD (Human Resource Development) only relates to the development part.

HRM vs. HRD

HRM refers to how management principles can be applied to effectively manage the employees working in an organization and HRD refers to continuous development functions that are applied to improve the act of those working in an organization. HRM is a management function, while HRD is a subfunction of HRM. HRM functions are reactive and are typically applied to achieve holistic organizational goals, conversely, HRD functions are proactive and should be used consistently to improve employee productivity. The purpose of HRM is related with the improvement of the general performance of the employees, and the HRD objectives are generally related to the development of skills, the development of knowledge and the increase of the competence of the employees.

HRM is an independent existence unto itself. It is made up of different comprehensive sections of recruitment and retention, HRD, compensation, performance, appraisal management, etc. On the other hand, HRD is a subsystem of HRM and extracts many functions, attributes, and processes from HRM. HRM treats and has distress only for people. Handle recruitment, rewards, etc. and HRD cares about the development of all intentions and people within an organization and directs their skills development processes. HRM roles are generally formal and applied through classroom/lab training etc. while HRD functions can be casual as in tutorials; employees receive training from their superiors, usually managers.

Comparison chart

What is HRM?

Human Resource Management or HRM is defined as a part of management that is related to the management of employees so that they can provide the best results to a company. Various management principles are applied through HRM for employees to work efficiently and effectively in any organization. Improves the performance and productivity of a company by evaluating the best use of human resources. In general, human resource management is termed as the art of putting the right human resource in the right job to provide the maximum possible use of an organization’s workforce. In general, human resources management concerned with the hiring, motivation and maintenance of the workforce within companies. Examples of core human resource management qualities are extensive industry knowledge, leadership, and effective negotiation skills. Previously it was called personnel management. HRD’s main activities are aimed at professional development, identification of key employees, training and development, talent management, succession planning, performance management, coaching and mentoring, etc. The HRD department in most organizations, worldwide, works for the development of employees from their date of incorporation to termination or retirement. In most organizations, agencies, and businesses, the human resources department is responsible for: leadership and effective negotiation skills. Previously it was called personnel management. HRD’s main activities are aimed at professional development, identification of key employees, training and development, talent management, succession planning, performance management, coaching and mentoring, etc. The HRD department in most organizations, worldwide, works for the development of employees from their date of incorporation to termination or retirement. In most organizations, agencies, and businesses, the human resources department is responsible for: leadership and effective negotiation skills. Previously it was called personnel management. HRD’s main activities are aimed at professional development, identification of key employees, training and development, talent management, succession planning, performance management, coaching and mentoring, etc. The HRD department in most organizations, worldwide, works for the development of employees from their date of incorporation to termination or retirement. In most organizations, agencies, and businesses, the human resources department is responsible for: succession planning, performance management, coaching and mentoring, etc. The HRD department in most organizations, worldwide, works for the development of employees from their date of incorporation to termination or retirement. In most organizations, agencies, and businesses, the human resources department is responsible for: succession planning, performance management, coaching and mentoring, etc. The HRD department in most organizations, worldwide, works for the development of employees from their date of incorporation to termination or retirement. In most organizations, agencies, and businesses, the human resources department is responsible for:

• Direct recruitment, selection and job promotion
• Growth and oversight of employee benefits and wellness programs
• Develop, promote and enforce personnel policies
• Promote the professional development of employees and job training
• Provide orientation programs for new employees.
• Guide disciplinary actions
• Serving as the primary contact for workplace injuries or accidents

What is HRD?

Human resource development (HRD) relates to the vast field of training and development provided by organizations to improve the knowledge, skills, education and abilities of their employees. In many organizations, the human resource development process begins with the hiring of a new employee and continues throughout their tenure with the organization. Many employees enter an organization with only a basic level of skills and experience and need to be trained to do their jobs efficiently. Others may already have the necessary skills to do the job, but don’t know what is relevant to that particular organization. Human resource development aims to provide employees with the information they need to fit into the culture of that organization and do their jobs effectively. HRD has the same goal: to train better employees. Human resource development aims to provide the necessary “coaching” to strengthen and develop the knowledge, skills and abilities an employee already has. The goal of development and training is to make employees even better at what they do. Human resource development typically begins as soon as an employee is hired and continues throughout that employee’s tenure with the organization. HRD works in different ways including; train better employees. Human resource development aims to provide the necessary “coaching” to strengthen and develop the knowledge, skills and abilities an employee already has. The goal of development and training is to make employees even better at what they do. Human resource development typically begins as soon as an employee is hired and continues throughout that employee’s tenure with the organization. HRD works in different ways including; train better employees. Human resource development aims to provide the necessary “coaching” to strengthen and develop the knowledge, skills and abilities an employee already has. The goal of development and training is to make employees even better at what they do. Human resource development typically begins as soon as an employee is hired and continues throughout that employee’s tenure with the organization. HRD works in different ways including; The goal of development and training is to make employees even better at what they do. Human resource development typically begins as soon as an employee is hired and continues throughout that employee’s tenure with the organization. HRD works in different ways including; The goal of development and training is to make employees even better at what they do. Human resource development typically begins as soon as an employee is hired and continues throughout that employee’s tenure with the organization. HRD works in different ways including;

• On-the-job training or job shadowing
• Textbooks or online education
• Growth opportunities
• Compliance Training

Key differences

1. HRM (Human Resource Management) refers to the application of management principles to manage the people who work in the organization. HRD (Human Resource Development) means a continuous development function that aims to improve the performance of people working in the organization.
2. HRM is a reactive management function while HRD stands for proactive functions which are a subset of HRM.
3. HRM is a responsive function, as it tries to meet emerging demands, while HRD is a proactive function, meeting and anticipating changing human resource demands in the organization.
4. The basic goal of HRM is to improve the capabilities of employees. Unlike HRD, whose objective is to develop the capacity, knowledge and competence of the workers and of the entire organization.
5. Human resource management is a regular process and management duty. On the other hand, HRD is a continuous process.
6. Human Resources Management is only related to people. Unlike Human Resource Development, that emphasis on the development of the entire organization.
7. HRD is an organization-driven process; that is a subsystem of a large system. As opposed to HRM, where there are separate roles to play, making it a stand-alone function.

Final Thought

Human resource management is a broader concept than human resource development. The HRM and HRD are two different beings within an organization that have different responsibilities, roles and intentions. The HRM aims to maximize the achievement of the employees to reach the goals of the organization, while the HRD helps the employees to develop knowledge, personal skills and abilities.