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HUMAN RESOURCE MANAGEMENT It is the management of an organization's workforce, or human resources.

It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labour union). In start-up companies, HR's duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications. HUMAN RESOURCES DEVELOPMENT HRD as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. Adam Smith states, The capacities of individuals depended on their access to education. The same statement applies to organizations themselves, but it requires a much broader field to cover both areas. Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.

Comparison between Human Resource Management (HRM) and Human Resource Development (HRD)

S.NO.
1.

HRM
HRM is a subset of the entire management processes of an organization

HRD
HRD is a subset of HRM.

2.

Scope of HRM is wider

Scope of HRD as compared to HRM is narrower

3.

HRM manages and develops the human elements of an organization in its entirety on longer term basis

HRD focuses on those learning experiences which are organized for a specific period to bring about the desired behavioural changes

4.

HRM is function more independent with separate roles to play

HRD is more proactive; it copes with the changing needs of the people as well as anticipate these needs

5.

HRM is basically the responsibilities of the HR department

HRD is involvement of the entire work force from top to bottom is more and a must in most of the cases

6.

HRM takes care of all the human needs and tries to satisfy these needs so that the employees are motivated from all the angles to contribute their best to achieve organizational goals.

HRD focuses on upgrading the skills and competencies of the employees in order to improve the performance of the employees on the job

7.

HRM focuses on whom you hire, whom you fire and remediation to employees who need discipline and retooling to continue their employment.

HRD focuses on training and optimizing work performance

8. 9. 10.

HRM is concerned with people only HRM is a routine and administrative function HRM functions are mostly formal

HRD is developing the whole organization HRD is continuous process

HRD functions can be informal like mentorships