DIFFERENCE BETWEEN HRD AND HRM 1 )HUMAN RESOURCE MANAGEMENT IS THE ART OF MANAGING HUMAN WORKFORCE IN AN ORGANIZATION IN AN OPTIMUM

MANNER WHICH IS BENEFICIAL TO THE EMPLOYEE AS WELL AS THE ORGANIZATION IN ACHIEVING THE ORGANIZATIONAl goal. HRD is the multidisciplinary process and management of developing learning and performance to enhance both the individual and the organization. Human resource development (HRD) is a part of human resource management. it deals with the all round development of an employee within an organization, his career development, training, counseling, updating him with the latest technology, helping him explore his potential and develop his skills which would prove beneficial to both the employee and the organization in achieving the organization goals. it also means allocation of resources for the development of the employee.

2) Some people distinguish a difference between HRM (a major management activity) and HRD (a profession). These people might include HRM & HRD, explaining that HRD includes the broader range of activities to develop personnel inside of the organizations including e.g. Career Development, Training, Organizational Development (OD), etc. There is a long standing argument about where HR-related functions should be organized into large organizations e.g. "Should HR be in the OD department or the other way around? " The HRM function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits, compensation, employee records, and personnel policies. Usually small businesses (for profit or non-profit) have to carry out these activities themselves because they can not afford part or full time help. However, they should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. The HRM (Function) and HRD (Profession) have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department", mostly manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department." As playing a major role in staffing, training, and helping to manage people so that People and the organization are performing at maximum capability in a highly fulfilling manner. In recent years there has been a sudden spurt in the no. of organizations deciding to appoint HRD managers. However, many people are not clear as to what is the difference between personnel & HRD functions. As a result we find instances of personnel managers being redesignated HRD

Manages or Human Resource Managers. Basically, HR consists of the value of productive capacity of a firm's human organization. HRD efforts aim at providing conditions in which the employees can improve their skill, knowledge, energy and talent, which in turn may lead to improved productivity. Basically, the main areas which have to be managed by HRD people are:

Managing succession politics, Managing appraisal politics, Managing the reward system, Distribution of power across groups, Balancing power across groups, Influencing the key people.

It will be primary responsibility of the HRD people to develop the right kind of values and norms to be followed by an organization. "HRM is that part of management concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into effective organization the men and women who make up an enterprise and having regard for the well being of an individual and of working groups, to enable them to make their best contribution to its success." BASIC OVERVIEWS OF "HRM" (Human Resource Management) . '''(1) Getting the Best Employees.''' a) Staffing - Workforce Planning. b) Staffing - Specifying Jobs & Roles. c) Staffing - Recruiting. d) Staffing - Outsourcing (having services and functions performed by non-employees) e) Staffing - Screening Applicants. f) Staffing - Selecting (Hiring) New Employees. '''(2) Employee's due Benefits & Compensation.''' '''(3) Training Employees.''' a) Career Development.

b) Employee Orientation. c) Leadership development. d) Management Development. e) Personal Development. f) Super visional Development. g) Training & Development. '''(4) Ensuring Compliance to Regulations.''' a) Personnel Policies & Records. b) Employee Laws, Topics & Issues. c) Ethics - Practical Toolkit. d) To comply all Statutory Requirements under Labor Laws. '''(5) Ensuring Safe Work Environments.''' a) Diversity Management. b) Dealing with Drugs at the Work Place. c) Employee Assistance Programs d) Ergonomics: Safe facilities at the Work Place. e) Dealing with HIV/AIDS at the Work Place. f) Personal Wellness. g) Preventing Violence at the Work Place. h) Ensuring Safety at the Work Place. i) Supporting Spirituality at the Work Place. '''(6) Sustaining High-Performing Employees .''' a) Employee Performance Management.

b) Group Performance Management. c) Interpersonal Skills. d) Personal Productivity. e) Retaining Employees. '''(7) General Resources.''' a) Additional information for Non-Profits. b) Capterra's listing of HR Software. c) Implementation of ERP Package. In India, some of the major factors which are responsible for the slow progress of HRM are: unfavorable attitude of employee unions towards the personnel man, predominance of litigation in labor disputes, lack of professional training facilities, insecurity of job & lack of job satisfaction. Lastly, it is concluded that, HR Cell in any organization plays a vital role to maintain a due vibration between the employer & employees. Also HR personnel is/are the eye & ear of the organization. HRM vs HRD HRM stands for human resources management, which refers to the art of managing all aspects of the human work force at a company or organization. HRM aims at providing an optimal working environment for employees to fully and freely utilize their skills to their best to achieve the companys intended output. As human resources management usually applies to big companies and organizations, it has sub categories, among which is HRD, which stands for human resources development. This is a component of HRM that focuses on nurturing employees skills. Because the process of hiring new employees can be long, expensive and cumbersome, most companies employ the strategy of HRD to promote longevity of employees within the company because through this an employee is likely to progressively scale up the managerial ladder. Human resources management of a company is often an independent department of its own composed of various sections including recruitment and retention, performance and appraisal management, HRD and compensation sections. But HRD does not only focus on development of skills but also focuses on the personal development of employees. Because peoples needs and expectations are ever growing and changing this section of HRM is specifically there to help employees cope with such and prepare them for future uncertainties. Generally speaking, professionals working within the HRM department must have excellent people skills although this is more so with those particularly working in the HRD section. The HRD section needs to have professionals with impeccable people management skills as they need to be

able to realize talent within people from a cross section of backgrounds. The HRD section is concerned with identifying strengths and weaknesses among different employees and devising training means that aim at making those skills complement the other. HRD aims at developing a superior workforce so that the company and individual employees may achieve their work goals in the customers service. It can take on a formal approach as in a classroom or laboratory training in a case where it may apply. It may also take the informal route where an employee receives coaching or simple mentorship from his superior, usually a manager. Summary: 1. HRD is a sub section of HRM, i.e. HRD is a section with the department of HRM. 2.HRM deals with all aspects of the human resources function while HRD only deals with the development part. 3.HRM is concerned with recruitment, rewards among others while HRD is concerned with employee skills development. 4.HRM functions are mostly formal while HRD functions can be informal like mentorships.

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Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, e.g., career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

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The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Human Resource Development (HRD) serves communities and people's needs by developing resources that provide opportunities and essential services such as health and nutrition, emergency services, affordable housing, Head Start, youth development, volunteer opportunities, transportation, energy assistance and conservation and community development. HRM is the art of managing human workforce in an organization in an optimum manner which is beneficial to the employee as well as the organization in achieving the organizational goal. HRD is the multidisciplinary process and management of developing learning and performance to enhance both the individual and the organization. Human resource development (HRD) is a part of human resource management. it deals with the all round development of an employee within an organization, his career development, training, counselling, updating him with the latest technology, helping him explore his potential and develop his skills which would prove beneficial to both the employee and the organization in achieving the organization goals. It also means allocation of resources for the development of the employee. HRD: Human Resource Development deals with the training and the developmental aspect of employees. Most HRD curriculums include classes like T & D, organizational development. HRM deals with the day to day operations of the Human resources dept. This curriculum would include business law, compensation, employee relations, benefits, and medical. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or non-profit) have to carry out these activities themselves because they can't yet afford partor full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into large organizations, e.g., "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Human Resource Development can also be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases. Human Resource management: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. human resource development, is the process of changing an organization, its employees, its stakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization. Human resource management (HRM) is the strategic and coherent approach to the management of an organizations most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business

Ask.com Human Resource Management (HRM) and Human Resource Development (HRD) each have their own unique purpose in the functionality of a company. HRM means just what it says -- human resource management -- the management of people or resources in an organization. Almost every working organization has to have some form of HRM staff to take care of basic employee management tasks. HRM encompasses the traditional areas that most people think of as HR, including compensation and benefits, recruiting and staffing, employee and labor relations and occupational health and safety. An HRM professional might start out as a generalist, then choose a specialty area of HRM such as benefits and become a benefits manager. After that, she may choose to remain in the specialty area, perhaps running all benefits programs at an organization, or move into an HR leadership role as an HR director or VP overseeing both HRM and HRD tasks. Human Resource Development (HRD) is the development and management of company RESOURCES. It is defined as: The development of human capabilities, abilities, knowledge and know-how to meet people's ever-growing needs for goods and services to improve their standard of living and quality of life. It is a process in which the citizens of a nation acquire and develop the knowledge and skills necessary for occupational tasks and for other social, cultural, intellectual and political roles that form part of a vibrant democratic society.