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Basis of Differentiation HRM HRD 1. Definition and Full Form

HRM and HRD both deal with managing human resources in an organization, but they differ in some key ways. HRM refers to generally managing employees and is a management function, while HRD focuses specifically on continuous development of employee skills and performance. HRM functions are reactive and aim to achieve overall organizational goals, whereas HRD functions are proactive and aimed at enhancing employee productivity. The objective of HRM is improving overall performance, while HRD goals center around skill development, knowledge enhancement, and competency.

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1K views

Basis of Differentiation HRM HRD 1. Definition and Full Form

HRM and HRD both deal with managing human resources in an organization, but they differ in some key ways. HRM refers to generally managing employees and is a management function, while HRD focuses specifically on continuous development of employee skills and performance. HRM functions are reactive and aim to achieve overall organizational goals, whereas HRD functions are proactive and aimed at enhancing employee productivity. The objective of HRM is improving overall performance, while HRD goals center around skill development, knowledge enhancement, and competency.

Uploaded by

kawanjot kaur
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Basis of HRM HRD

Differentiation
1. Definition The full form of HRM is Human The full form of HRD is
and full form Resource Management. It refers Human Resource
to how the principles of Development. It refers to
management can be applied to continuous development
manage the employees working functions that are
in an organization effectively. implemented for improving
the performance of those
working in an organization.
2. Nature HRM is a management function. HRD is a sub-function of
HRM.
3. Function The functions of HRM are The functions of HRD are
reactive and are usually applied proactive and have to be
to gaining holistic organizational applied consistently to
goals. enhance the productivity of
employees.
4. Objective or The objective of HRM is related HRD goals are usually
Goal to improving the overall connected with skill
performance of employees. development, knowledge
enhancement, and increasing
the competency of
employees.
5. Process Most HRM processes are routine HRD processes are ongoing
and have to be carried out as and not occasional.
and when the need arises.
6. Dependency HRM is an independent entity in HRD is a subsystem of HRM
itself. It comprises of different and draws many functions,
sections inclusive of recruitment attributes, and processes
and retention, HRD, from HRM.
compensation, performance,
appraisal management, etc.
7. Concerned HRM deals with and has HRD is concerned with the
with concerns for people only. It development of all aspects
handles recruitment, rewards, and people within an
etc. organization and manages its
skill development processes.
8. Levels of HRM functions are generally HRD functions may be
formality formal and are applied via informal as in mentorships,
classroom/laboratory training, employees receive coaching
etc. from superiors, usually
managers.

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