The discipline of HRD was developed because the human resource management function failed to meet the new challenges of the 20th century. Some of the organizations have merely redesigned their personnel departments as HRD departments. But there are certain differences in both the areas:
- Human Resource Management (HRM) is viewed as a set of independent subfunctions while Human Resource Development (HRD) is seen as a system of a larger system in an organization.
- HRM is considered as mainly a service function dealing with the demands of the organization as and when they arise, but HRD is considered as a proactive function which forecasts the needs of the organization and keeps itself prepared to face the unseen competition in an organized manner.
- HRM is a narrower concept which aims at developing and administering people only. HRD is a wider concept which aims at developing not only its people but its whole organization.
- The main focus of HRM is on enhancing skills and increasing efficiency of people in the organization whereas HRD is based on the concept of building up the right organizational climate that could discover nurture and utilize human capabilities in an optimum manner.
- In HRM, main motivators are salary, wage incentives and job simplifications. On the other hand, HRD relies on job enrichment, job challenge, informal organizational climate, autonomous work group and creativity for motivating the work force in the organization.
- HRM is supposed to be the exclusive responsibility of the Human resource (HR) Managers and their concerned department. But HRD is considered as the responsibility of all the managers in an organization. In fact, HRD aims at developing the capabilities of all the line managers to carry out various human resource management functions themselves.
- Under HRM, higher morale and satisfaction are regarded as the cause of improved performance. On the contrary, HRD perceives improved performances as the cause of improved job satisfaction and morale of employees on work (Gupta: 2007).
For citing this article use:
- Shaik, K. (2016). Impact of human resource development practices on quality of work life in Indian information technology industry a select study.
