Difference Between HRM And HRD With Example

Human Resource Management (HRM) and Human Resource Development (HRD) are two critical aspects of managing people in an organization.

HRM focuses on addressing the current workforce and improving efficiency, while HRD focuses on developing the future workforce and enhancing their skills, knowledge, and competency.

A career in HRM involves overseeing the day-to-day operations of an organization’s HR department and managing employees.

In contrast, a job in HRD involves developing career paths and training programs and researching new trends in HR.

What Is HR Management (HRM)?

Human Resource Management, more commonly known as HRM, is a division of management that focuses on the people working in an organization.

It involves applying management principles to the workers to attain maximum efficiency and productivity.

HRM is the skill of assigning individuals to jobs that best suit them, allowing the utilization of the company’s resources optimally.

An array of activities are involved in the recruitment, selection, orientation, and induction process, training, development, performance appraisals, incentives, compensation, motivation, ensuring workplace safety, health & welfare policies, managing relationships with the organization, and managing change as part of the process.

What Is HR Development (HRD)?

Human Resource Development refers to the development of people working within an organization.

It is a position of Human Resource Management that seeks to improve the skills, knowledge, competencies, attitude, and behavior of employees of the organization. Ultimately, HRD aims to improve the performance of employees by empowering and strengthening their abilities.

Human Resource Development (HRD) is focused on offering employees options to help them progress.

Training and development, career building, performance management, talent management, coaching and mentoring, critical employee recognition, and succession planning are just some of the avenues available to personnel.

Nowadays, many organizations recognize the importance of HRD from the moment an individual starts to the day they finish their term.

The Core Purpose Of HRM

To keep and develop a company’s talent, HRM aims to establish, manage, and enhance the relationship between the two.

Helping individuals create career paths and resolving issues that develop inside a company, from safety to leading, is another purpose of HRM.

The Core Purpose Of HRD

HRD seeks to enhance performance and learning at the personal and professional levels.

For both parties to gain from the connection, this might involve advancing both the general organizational goals and the personal goals of the workers.

Moreover, HRD detects issues within these sectors and aids in creating methods to deal with them.

difference Between HRM And HRD

HRM and HRD frequently overlap in many firms; They are concerned with enabling individuals to perform to their full potential.

Even so, there are some significant distinctions between these two human resources fields that assist in separating them apart from one another.

To guide you in comparing various aspects of HR, the following similarities and distinctions between human resource management and development are listed:

Strategy

Managing people inside a company by applying management principles is known as human resource management.

The management system in this field of HR is targeted toward enhancing each employee’s effectiveness and output.

Yet human resource management includes human resource development as a subfield. This branch of HR helps educate staff members to raise productivity.

Human resource development supports a business in developing a framework for long-term success by strengthening the capabilities of its workforce.

Scope

The range of these HR departments’ organizational responsibilities differs. HRD is creative and strategic. It predicts potential workplace changes and provides staff with resources to help them get ready for those changes.

The development of human resources also emphasizes strengthening the organizational structure. For example, experts in this field of HR can build activities to create a climate where workers can set goals to try out novel concepts.

HRM, on the other hand, is functional and receptive. This branch of human resources responds to organizational demands as they arise.

It considers the workforce’s skills and suggests solutions to enhance employee performance. For instance, HR managers may design reward systems to encourage staff to produce excellent work.

Goals

Both HR divisions share that the company should focus on assisting employees in their performance; each has more detailed objectives associated with its tasks.

Improving workers’ skills, expertise, and abilities is the main objective of human resource development. HR development experts seek to match workers’ ambitions with the organization’s objectives to increase performance for both people and the company.

Human resource management has a different objective. To entice and keep talented employees, this field of human resources focuses on building and sustaining the bond between a company and its employees.

These experts aim to place workers in positions where they can efficiently use their talents. They help people within an organization determine their career options so they may keep utilizing their abilities for the organization’s advantage.

Functionality procedure

Human resource development is often implemented in an organization over time. In efforts to progress the company’s growth, this sector of HR identifies strategies for employees to keep developing their abilities.

Professional development, performance evaluation, and leadership opportunities are generally included in the implementation stage for human resource development.

During a worker’s employment with the company, this process continues.

On the other hand, Human resource management implementation is a standard procedure. It focuses on assisting people in their specific responsibilities rather than the company’s growth.

Implementing human resource management involves several activities, such as hiring, training, paying employees, ensuring worker safety, and evaluating employee performance.

Activities

Experts’ duties and obligations, especially in human resource development and management, are frequently distinct from one another.

Even though human resource managers’ responsibilities may change depending on their organization or sector, these experts typically:

Identify, evaluate, and interview applicants for available positions.

Educate and guide new hires about the company’s policies.

Arrange performance evaluation reviews in cooperation with other corporate managers.

Use problem-solving strategies to assist you in handling issues in the workplace.

Formulate and maintain performance bonuses or rewards programs.

Keep up with labor laws to guarantee that the business complies

Control benefit packages and payment procedures.

On the other hand, Human resource development specialists concentrate on educating and developing people. These individuals usually:

Develop education programs for staff members, such as leadership skills.

Create instructional guides, courses, or other materials for developmental projects.

Develop counseling opportunities to enable new hires to gain knowledge from experienced colleagues.
To select the most appropriate training for workers’ development, research the workforce
To improve organizational culture, develop and carry out corporate-wide projects, such as seminars.
Analyze the effectiveness of training projects and inform top executives of your results.
Optimise funding for the training and development of employees.

What Are The Advantages?

Both HR departments can serve firms in a variety of ways. Employee training and development are key to human resource development, enabling workers to succeed.

In addition, this aspect of HR can benefit a business:

Improve employee abilities

By locating and putting training possibilities for employees, human resource development can help them grow in terms of their abilities and knowledge.

Boost satisfaction level

This branch of HR assists workers in developing professionally throughout their professions, which can enhance motivation.

Establish organizational goals

Organizational goals can be established using human resource development, which aids businesses in understanding the skills and abilities of their staff.

Workers are a company’s main resource, and human resource management may help manage them. Using human resource management can:

Hire qualified staff: Human resource management experts apply their comprehension of the strategic plan to choose competent people who can support reaching that goal.

Human resource management may enhance employee satisfaction by creating and implementing activities to help staff.

Enhance Productivity: Productivity can be increased by assisting staff members in making the best use of their skills, which will benefit the entire employee’s work performance.

How Do You Become An HR Manager?

Many human resources (HR) experts start their careers with a bachelor’s degree. However, some enter the area after a career in another industry or finishing this course in a related topic.

A bachelor’s degree holder who enters the industry may begin as a human resources expert and later move up to a management position after obtaining some experience.

Before you become a manager, certain companies require that you have a graduate degree.

A higher degree in the employment market may help you stand out from companies. Still, other methods exist to acquire the information and abilities required to fill these positions.

You can study an MHRM while still working a full-time job because there is numerous online master in HR courses offered.

You may have adaptability with online and part-time courses, so you don’t have to sacrifice your employment or income stability to pursue your education.

Some human resource managers seek qualifications from the Society for Human Resource Management, while it’s optional. The SHRM provides basic, bachelor’s, and post-graduate certificates.

How Do You Become an HR Development Specialist?

A bachelor’s degree is something you may want to think about if you’re considering a career in human resources; the same goes for human resources development.

Even though this sector has courses specifically created for it, such as a bachelor’s or master’s in human resource development, you could still utilize some jobs with a degree in a relevant position.

Most of the material covered in a master’s in HRD is similar to that in a master’s in HR. However, a master’s in HRD may pay extra attention to the coaching and development component.

A master’s in human resources could give you a solid framework in both fields should you specialize in one.

While a master’s degree is not usually required for a job in human resources, it could make you more marketable for particular positions.

Which Career To Choose: HRM Or HRD?

If you need clarification on how a professional life in HRM or HRD is correct, there are very few distinct things to consider. The first is how you prefer to operate and the tasks and initiatives in which you wish to be involved.

Ones who genuinely love working closely with business representatives and being energized by a wide range of various tasks daily, as well as those who are searching at the organization in its entirety — and investigating how the Hr department fits into and contributes to the organization in general — tend to succeed in HRM.

In contrast, “a more specialized role like HRD will spend much more time on tasks in working groups, conducting research, publishing, and undertaking program management.” HRD is a wonderful fit if that is a skill you love and succeed at.

Your unique abilities, interests, and work history may also determine whether HRM or HRD is a perfect choice for you. They should also be innovative, as they’d have to develop something new for hiring people.

Applicants who succeed in HR development want to help people learn and expand. Those who succeed in HR development should also be outstanding speakers and able to work well in teams.

Don’t bother if you’re still debating between a profession in HRM and one in HRD. No matter which career route a person selects.

They may always extend, specialize, educate, or make a transition. They can eventually specialize in HRD if they begin in HRM. They can still convert to HRM if they start in HRD.

It depends on which one matches your interests, abilities, expertise, and ambitions more closely. Both pathways are enjoyable and have their special difficulties and opportunities.

How Is HRM Superior To HRD?

There are a number of significant parts where HRM improves above HRD, including:

When it comes to handling funds and resources inside an organization, HRM adopts a much more planned and lengthy strategy.

HRM considers both personal and organizational demands when making improvements, so it is better suited to managing organizational change.

Unlike HRD, which usually focuses on trying to prepare for their present position, HRM places a higher focus on developing individuals and developing them for future positions.

How Is HRD Superior To HRM?

There are several big parts where HRD improves over HRM, including:

Whereas HRM is more concerned with the brief workforce, HRD takes a more comprehensive and lengthy approach to employee development.

While HRM frequently prioritizes accountability and performance management, HRD focuses heavily on employee learning and improvement.

While HRM typically focuses on official training programs, HRD covers both effective teaching and learning possibilities.

In organizations that prioritize HRD, these distinctions ultimately result in a more involved and effective workforce.

Key Differences Between HRM And HRD

Here are some of the significant differences between HRM and HRD:

The purpose of Human Resource Management is to manage the people working in an organization. Human Resource Development aims to improve the performance of the people working in an organization.

HRM is a function of management, while HRD is under HRM.

A reactive function is HRM, which tries to meet demands as they arise, whereas a proactive role is HRD, which anticipates the changing needs of human resources in an organization.

Unlike HRM, which is a routine process and a function of administration, HRD is a continuous process.

HRM aims to improve the performance of employees, as opposed to HRD, which aims to develop employees’ skills, knowledge, and competency.

As opposed to HRM, which has separate roles, HRD is an organizationally-oriented process.

In contrast to Human Resource Development, which focuses on the development of the entire organization, Human Resource Management focuses only on people.

HRM Vs HRD

The most significant difference between human resource management and human resource development is a matter of scope. Human Resource Management is operational; it aims at improving the efficiency of employees.

Practically, that might mean finding the right people to hire, training, and retaining them. In addition, it helps motivate employees, assess performance, monitor compliance with the law, and perform various other management tasks.

In contrast to traditional HR, Human Resource Development is an approach that looks at the big picture. It involves developing the underlying foundations of any organization, such as honing leadership skills, boosting job satisfaction and fostering better company relations.

This could include creating a culture where employees are fearless in taking the initiative and experimenting.

Considering HRM and HRD in table form can sometimes help clarify the difference between them since they share overlapping objectives and methods:

Human Resources Management:

(Administration and operations) are more day-to-day tasks.
Provides incentives and rewards to motivate employees.
Individuals and employees are more focused.
Identifying, hiring, rewarding, and retaining quality employees.

Human Resources Development:

(Strategic planning and execution) The job tasks are more big-picture oriented.
Improves workplace culture to motivate employees.
Focused on organizational/institutional, community, and societal levels
Plans and executes objectives through training, career, and organization development.

Although their importance to organizations of all sizes, personnel management and human resource development differ significantly in more than one way, to solve different kinds of challenges, people involved in development need different skill sets.

HRM vs HRD Career Choices

You’ll want to consider a few different factors when deciding if HRM or HRD is the right career path, starting with how you like to work and the types of tasks and projects you enjoy.

People who enjoy working closely with business leaders and being stimulated by a wide variety of different activities on a day-to-day basis, as well as those who are interested in the organization as a whole — and how the HR function fits into and supports the organization as a whole — are likely to excel in HRM.

Qualification for HR development

On the other hand, she explained that a more specialized function like HRD involves more time working in project teams, conducting research, writing, and managing programs.

Your skills, passion, and experience may make you more qualified to be an HRM or HRD candidate. “Candidates who excel in HR development typically have a passion for helping people grow and develop,” Patterson said.

As they will need to come up with new ideas for developing employees, they should also be creative and forward-thinking.

Also, HR development candidates should be excellent communicators and able to work well with others.” Likewise, “candidates who excel in HR management often have strong interpersonal skills and can manage people effectively,” said Patterson.

They should also be well-organized and detail-oriented, as they will be responsible for managing a lot of data and paperwork. Finally, candidates in HR management should be able to think critically and solve problems quickly.”

You can choose between pursuing a career in HRM or HRD if you’re still deciding. Cornet said that regardless of whether someone chooses to specialize, expand, learn, or switch jobs. “If they start in HRM, they can later specialize in HRD.” If they begin in HRD, they can always pivot to HRM.

Difference Between HRM And HRD With Example

Conclusion

In conclusion, HRM and HRD are distinct yet closely related functions within an organization.

HRM focuses on managing the current workforce by allocating individuals to jobs that best suit them and ensuring their efficiency and productivity.

HRD, on the other hand, focuses on developing the future by improving employees’ skills, knowledge, and competencies.

The primary goal of HRM is to improve performance, while the purpose of HRD is to develop employees.

HRM is a routine process and administration function, while HRD is a continuous and organization-oriented process.

A career in HRM typically involves working in a Human Resources department and managing the day-to-day operations. In contrast, a job in HRD consists in working in a Human Resources department and focusing on the long-term development of employees.

FAQs

Can HRM and HRD be integrated?

Yes, HRM and HRD can be integrated to create a comprehensive approach to managing human resources.

This can involve linking performance management and career development to create a development-focused culture within the organization.

What are some examples of HRM tasks?

Examples of HRM tasks include recruitment and selection of employees, managing employee relations, administering compensation and benefits, and ensuring compliance with employment laws.

What are some examples of HRD tasks?

Examples of HRD tasks include training and development programs, performance management and coaching, career planning, and leadership development.

How can HRM and HRD contribute to organizational success?

By effectively managing human resources, organizations can improve employee performance, reduce turnover and absenteeism, increase productivity and profitability, and create a culture of development and innovation that can drive long-term success.