2. HRD AND HRM
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 company’s intended output.
HRD (Human Resource Development) is the process to
help people to acquire competencies and to increase
their knowledge, skills and capabilities for higher
performance and productivity.
3. HRD AND HRM….
Human resources management usually applies to
big companies and organizations, it has sub
categories, among which is HRD.
HRD does not only focus on development of skills
but also focuses on the personal development of
employees.
The HRD section is concerned with identifying
strengths and weaknesses among different
employees and devising training means.
4. 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.
5. NEW CHALLENGES IN THE CHANGING
WORKPLACE
Globalization
Corporate Re-organizations
Changing Demographics of Workforce
Changed employee expectations
New Industrial Relations Approach
Renewed People Focus
Managing the Managers
Weaker Society interests
Contribution to the success of organizations
6. PROACTIVE HRD STRATEGIES FOR LONG
TERM PLANNING AND GROWTH
Change Management: Manage change properly and become
an effective change agent rather than being a victim of
change itself.
Values: Adopt proactive HRD measures, which encourage
values of openness, trust and honesty.
Maximize productivity and efficiency: Through qualitative
growth of people with capabilities and potentialities to grow
and develop thrive to maximize productivity and efficiency of
the organization.
Activities directed to competence building: HRD activities
need to be geared up and directed at improving personal
competence.
7. FUTURE TRENDS & IMPLICATIONS FOR HRD
Creation of a bimodal workforce
Dual Career Couples
Working at home
Decline of Unions
Matching the environment to the employees
