difference betbeen HRD & HRM

2 ANSWERS

1. GiGi
   

   HUMAN RESOURCE DEVELOPMENT:
   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.

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2. Guest6657
   

   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 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.
   
   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.

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