INTRODUCTION:
HRM differs with HRD in a sense that HRM is
associated with management of human
resources while HRD is related to the
development of employees. Human Resource
Management is a bigger concept than Human
Resource Development.
The former encompasses a range of
organizational activities like planning, staffing,
developing, monitoring, maintaining, managing
relationship and evaluating whereas the latter
covers in itself the development part i.e.
training, learning, career development, talent
management, performance appraisal, employee
engagement and empowerment.
Comparison Chart
Basis for Comparison HRM HRD
Human Resource Human Resource
Management refers to Development means a
the application of continuous
principles of development function
Meaning
management to that intends to improve
manage the people the performance of
working in the people working in the
organization. organization.
Subset of Human
What is it? Management function.
Resource Management.
Function Reactive Proactive
Basis of comparison HRM HRD
To develop the skills,
To improve the
knowledge and
Objective performance of the
competency of
employees.
employees.
Process Routine Ongoing
Dependency Independent It is a subsystem.
Development of the
Concerned with People only
entire organization.
Human Resource Management (HRM) is a
branch of management; that is concerned with
making best possible use of the enterprise’s
human resources, by providing better working
conditions, to the employees. It involves those
activities that arrange and coordinates the human
resources of an entity. Further, it aims at
maintaining good relations at various levels of
management.
Human Resource Development (HRD) is a wing
of HRM that keeps focusing on the growth and
development part of the organization's manpower.
HRD refers to the development of people working
in an organisation. It is a part of HRM; that aims at
improving skills, knowledge, competencies, attitude
and behaviour of employees of the organisation.
The purpose of the HRD is to empower and
strengthen the abilities of the employees so that
their performance will get better than before.
HRD and HR
HR can be termed as Human Resource
Function or HRM Human Resource
Management
HRD Stands for Human Resource
Development
Everybody wants to learn and develop new
skills, knowledge and attitudes.
Organizations responsibility to provide such
opportunities.
Employees also should voice out what they
want.
Its scope includes all employees
WHAT IS HRD….?
HRD IS THE PROCESS OF
INCREASING KNOWLEDGE,
SKILLS,CAPABILITIES AND
POSITIVE WORK ATTITUDE
AND VALUE OF ALL PEOPLE
WORKING AT ALL LEVELS
IN A BUSINESS
UNDERTAKING.
Emergence of HRD
Employee needs extend beyond the training
classroom
Includes coaching, group work, and problem
solving
Need for basic employee development
Need for structured career development
Relationship Between HRM and
HRD
Human resource management (HRM)
encompasses many functions
Human resource development (HRD) is just
one of the functions within HRM
HRD is an integrated and interdisciplinary
approach to the development of human
resources in the org.
For the development of an org., the prerequisite is
to develop the human resources . HRD will
involve upgrading the skills, extending the
knowledge and competencies of human
resources.
The main aim of HRD is to bring about an all
round development of the people in the org. so
that they can contribute their best to the org.,
society and nation.
Definition
It is a process of encouraging employees
to improve their competencies for the
effectively carrying out their present and
future roles.
Definition of HRD
A set of systematic and planned activities
designed by an organization to provide its
members with the necessary skills to meet
current and future job demands.
Definitions:
Acc. To C. LEON MAGGINSON:
“HRD may be defined as development of people by
providing the right environment where each
individual may grow to his fullest potentialities.
human resources are viewed as total knowledge ,
skills, creative abilities, talents and aptitudes of an
org”s workforce as well as values, attitudes and
beliefs of individuals involved”
ACC. To L.P. SINGH;
“HRD refers to improvement in the capacities
and capabilities of the personnel in relation to
the needs of that particular sector. It involves
the creation of a climate in which the flower
of human knowledge, skills, capabilities,
creativity can bloom.”
HRD is the essential ingredient of any human
resource system poised to achieve
productivity, quality, efficiency and
effectiveness. HRD may be defined as
development of people by providing the right
environment where each individual may grow
to his fullest potentialities.
Features of HRD:
Planned and systematic approach
Continuous process
Inter disciplinary approach
HRD involves development of competencies
HRD improves quality of life
Both micro and macro aspects (core of all
development activities in the sense of improvement
of quality of life of people of a nation)
Features of HRD
HRD is a process by which the employees of an organisation are helped
to help themselves and develop the organization. It has the following
features
HRD is a system
HRD is a planned process
HRD involves the development of competencies at the
Individual level
Interpersonal level
Group level
Organisational level
HRD is an inter disciplinary concept
HRD is a way of improving the quality of working life
Objectives of the HRD:
To provide a comprehensive framework for the overall
development of people in the org.
To develop the constructive mind and overall personality of
each individual in org.
To develop the capabilities of each individual in relation to his
present and expected future roles
To develop the high levels of motivation of employee
To develop the sense of team spirit ,team work and
collaboration in the org.
To develop the overall health and self renewing capabilities of
total org,
To generate systematic info. About human resource for the
purpose of manpower planning, placement, succession
planning , etc.
Other objectives:
Develop human resource of the company continuously for better
performance to meet objectives.
Provide opportunity for development of different level of employees.
suitable need based training programs
Prepare newly inducted staff to perform their work with high level of
competency and excellence.
Meet social obligations of industry to contribute towards the
excellence of technical and management education.
Promote a culture of creativity, innovation, human development,
respect and dignity.
Achieve excellence in every aspect of working life.
Create environment for the trainees conducive to their character
building.
Functions of HRD
"organized learning activities arranged within
an organization in order to improve
performance and/or personal growth for the
purpose of improving the job, the individual,
and/or the organization"
HRD includes the areas of training and
development, career development, and
organization development
HRD Functions
Training and development (T&D)
Organizational development
Career development
Training and Development (T&D)
Training – improving the knowledge, skills
and attitudes of employees for the short-
term, particular to a specific job or task –
e.g.,
– Employee orientation
– Skills & technical training
– Coaching
– Counseling
Training and Development (T&D)
Development – preparing for future
responsibilities, while increasing the capacity
to perform at a current job
– Management training
– Supervisor development
Organizational Development
The process of improving an organization’s
effectiveness and member’s well-being
through the application of behavioral science
concepts
Focuses on both macro- and micro-levels
HRD plays the role of a change agent
Career Development
Ongoing process by which individuals
progress through series of changes until they
achieve their personal level of maximum
achievement.
– Career planning
– Career management
HRD Functions
Providing skill input to apprentice and trainees
Identifying training needs and imparting training
Outside deputation for competency enhancement
Competency mapping
Organisational development activities
Conducting sessions and workshops
Training and development (T&D)
Dimensions of HRD Climate
Top Management Belief In HRD
Supervisory Subordinate Relations
Personnel Policies And Personnel System
Team Spirit Among Employees
Employee Training And Development
Encouragement Of Employee Initiative
HR Manager Role
Integrates HRD with organizational goals and
strategies
Promotes HRD as a profit enhancer
Tailors HRD to corporate needs and budget
Institutionalizes performance enhancement
HR Strategic Advisor Role
Consults with corporate strategic thinkers
Helps to articulate goals and strategies
Develops HR plans
Develops strategic planning education and
training programs
HR Systems Designer/Developer
Assists HR manager in the design and
development of HR systems
Designs HR programs
Develops intervention strategies
Plans HR implementation actions
Organization Change Agent
Develops more efficient work teams
Improves quality management
Implements intervention strategies
Develops change reports
Organization Design Consultant
Designs work systems
Develops effective alternative work designs
Implements changed systems
Learning Program Specialist
Identifies needs of learners
Develops and designs learning programs
Prepares learning materials and learning
aids
Develops program objectives, lesson plans,
and strategies
Instructor/Facilitator
Presents learning materials
Leads and facilitates structured learning
experiences
Selects appropriate instructional methods
and techniques
Delivers instruction
Individual Development and
Career Counselor
Assists individuals in career planning
Develops individual assessments
Facilitates career workshops
Provides career guidance
Performance Consultant (Coach)
Advises line management on appropriate
interventions to improve individual and group
performance
Provides intervention strategies
Develops and provides coaching designs
Implements coaching activities
Researcher
Assesses HRD practices and programs
Determines HRD program effectiveness
Develops requirements for changing HRD
programs to address current and future
problems
THE NEED FOR HRD:
BUSINESS AND ECONOMICS CHANGED
HRD can be ‘a platform for organisational
transformation{ renovation},
a mechanism for continuous organisational and individual
renewal
and a vehicle for global knowledge transfer’.
THE NEED FOR HRD
Implementing a new policy
Implementing a strategy
Effecting organisational change
Changing an organisation’s culture
Meeting changes in the external environment
Solving particular problems
12-6
Benefits of HRD
1. HRD improves the capabilities of people. They become innovative
and enterprising – ever eager to take risk and get ahead. It improves
the all round growth of an employee. Feedback and guidance from
superiors help employees grow continually and show superior
performance.
2. HRD improves team work. Employees become more open and
trust each other. The organisational climate, too, improves a lot.
3. HRD leads to greater organisational effectiveness. Appropriate
employee-centred policies help the organisation achieve its goals
more efficiently.
4. Performance related rewords help employees realise the
importance of utilising their skills fully in the service of organisational
goals. The organisation’s overall health and self-renewing
capabilities, too, improve quite significantly.
Challenges for HRD
Changing workforce demographics
Competing in global economy
Eliminating the skills gap
Need for lifelong learning
Need for organizational learning
