Learn about the key differences between HRM and HRD.
Learn about the Difference between HRM and HRD
Difference between HRM and HRD – 7 Points of Difference
Difference # HRM:
1. Status – HRM is viewed as a set of independent sub functions.
2. Nature – HRM is the integrated approach to actuating and managing the company’s own people.
3. Scope – HRM concentrates on developing and administering people only.
4. Objectives – Its main objective is to improve the efficiency of people and administration.
5. Main Focus – The main focus of HRM is on salary, wage and job simplification.
6. Responsibility – HRM is the responsibility of HR Department.
7. Type of Function – It is considered as service and reactive function.
Difference # HRD:
1. Status – HRD is a sub-system of larger system i.e., organization.
2. Nature – HRD deals with the process of developing people in accordance with aspiration and to suit the organizational needs.
3. Scope – HRD concentrates on developing total organization.
4. Objectives – Its main objective is to develop the people and the total organization.
5. Main Focus – The main focus of HRD is on job enrichment, job challenge, autonomous work group and creativity of employees.
6. Responsibility – HRD is the responsibility of all managers in the organization.
7. Type of Function – It is considered as proactive function.
Difference between HRM and HRD – 10 Key Differences
Difference # Human Resource Management:
1. Meaning – HRM is the recruitment, selection, development, utilisation, compensation and motivation of human resource by organisation.
2. Status – Independent function with dependent sub-function.
3. Orientation Aims – Maintenance oriented aims to improve the efficiency of people and administration.
4. Philosophy – Reactive function responding to events as and when they take place.
5. Responsibility – Exclusive responsibility of the personnel manager.
6. Mechanisms/ Motivators – The traditional personnel function considers salary and other economic benefits as important motivators.
7. Emphasis on Culture – The emphasis in the traditional personnel function is on increasing people’s efficiency.
8. Outcomes – Improved performance is the result of improved satisfaction and morale.
9. Scope – Wide Scope
10. Branch – It has broader branch because it includes HRD.
Difference # Human Resource Development:
1. Meaning – HRD means improving the existing capabilities of the human resources in the organisations helping them to acquire new capabilities required for the achievement of the organisational and individual goals.
2. Status – Integrated system consisting of interdependent sub-system.
3. Orientation Aims – Development oriented aims to develop the organisation as a whole and its culture.
4. Philosophy – Proactive function trying to anticipate and get ready with appropriate responses.
5. Responsibility – Responsibility of all the managers in the organisation.
6. Mechanisms/ Motivators – It considers autonomous work group, job enrichment job challenge and creativity as motivation forces.
7. Emphasis on Culture – The emphasis in HRD is on building the right type of culture in the organisation – a culture which has such characteristics – mutual trust, openness, collaboration, clarity of goals and risk taking capacity.
8. Outcomes – Better use of HR leads to improved satisfaction and morale.
9. Scope – It has narrow scope.
10. Branch – It is the branch of HRM.