How HRM And HRD Are Related To Each OtherExplains And Also Comments On Their Evolution?
The terms 'HRM' and 'HRD' are widely used interchangeably but both have a differentmeaning. Where HRM is a wider term, HRD is just a part of it.
HumanResource Management or HRM is a branch of management concerned with making thebest possible use of the enterprises' human resources, by providing betweenworking conditions, to the workers. It covers all the activities that arrangeand coordinates the human resources of an entity. Moreover, it is focused onhandling good relations at different levels of management.
This is allabout planning, organising, directing and controlling the overall function ofprocurement, development, companion, and maintenance of human resources of acompany's goal.
HumanResource Development or HRD is a continuous process to make sure that thegrowth of the employees, competencies, dynamics, motivation, and effectivenessin a structured way.
Tounderstand things properly here is the list of key differences between HRM andHRD:
In nutshell,HRM is a huge concept than HRD. Both are two different beings within anorganization that holds different responsibilities, roles, and intents. The HRMis focused on boosting the achievement of the employees to reach organizationgoals while HRD supports employees in developing knowledge, personal skills,and abilities.
Evolutionin HRM and HRD
With theevolution of technology and knowledge base industries and as an output ofglobal competition, HRM and HRD are assuming a more significant role today.Their major goals achievements are aligning an individual's goals andobjectives with corporate objectives. Today's modern and strategic HRM isfocused on actions that differentiate the organization from its competitors andfocuses to create a long-term impact on the growth of a company.
Employees areseen as valued assets and valuable resources, and HRM is considered as the maindriving force of business success. HR leaders create demonstrable value for thecompany, achieving bottom-line results through talent development, recruitingand retention.
Legacy HRprocesses are automated through the shared service centers, economies of scale,and offering employees a central interface for day-to-day administrativeissues. There is now an increased focus on different human behaviours likemotivating, managing and changing it.
Now Linemanagers are getting more involved in the HR activities with an enhanced accessto HR information and empowerment to develop and direct their employees usingHR as a resource.