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HOW HRD DIFFERS FROM HRM ?

Some people distinguish a difference between HRM (a major

management activity) and HRD (a profession) . These people mightinclude HRM & HRD, explaining that HRD includes the broader range ofactivities to develop personnel inside of the organizations includinge.g. Career Development, Training, Organizational Development (OD),etc.

There is a long standing argument about where HR-relatedfunctions should be organized into large organizations e.g. ShouldHR be in the OD department or the other way around ?

The HRM function includes a variety of activities, and keyamong them is deciding what staffing needs you have and whether touse independent contractors or hire employees to fill these needs,recruiting and training the best employees, ensuring they are highperformers, dealing with performance issues, and ensuring yourpersonnel and management practices conform to various regulations.Activities also include managing your approach to employee benefits,compensation, employee records, and personnel policies. Usually smallbusinesses ( for profit or non-profit) have to carry out these activitiesthemselves because they can not afford part or full time help.However, they should always ensure that employes have and areaware of personnel policies which conform to current regulations.These policies are often in the form of employee manuals, which allemployees have.

The HRM (Function) and HRD (Profession) have undergonetremendous change over the past 20-30 years. Many years ago, largeorganizations looked to the Personnel Department, mostly managethe paperwork around hiring and paying people. More recently,organizations consider the HR Deptt. As playing a major role instaffing, training, and helping to manage people so thatpeople and the organization are performing at maximum capability ina highly fulfilling manner.

In recent years there has been a sudden spurt in the no. oforganizations deciding to appoint HRD managers. However, many

people are not clear as to what is the difference between personnel &HRD functions.As a result we find instances of personnel managersbeing redesignated HRD Manages or Human Resource Managers.Basically , HR consist of the value of productive capacity of a firmshuman organization. HRD efforts aim at providing conditions in whichthe employees can improve their skill, knowledge, energy and

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talent,which in turn may lead to improved productivity. Basically, themain areas which have to be managed by HRD people are:

Managing succession politics,

Managing appraisal politics,

Managing the reward system, Distribution of power across groups,

Balancing power across groups,

Influencing the key people.

It will be primary responsibility of the HRD people to develop theright kind of values and norms to be followed by an organization.

HRM is that part of management concerned with people at work andwith their relationship within an enterprise . Its aim is to bring togetherand develop into effective organization the men and women who makeup an enterprise and having regard for the well being of an individualand of working groups, to enable them to make their best contributionto its success.

BASIC OVERVIEWS OF HRM (Human Resource Management).

(1) Getting the Best Employees.a) Staffing Workforce Planning.b) Staffing Specifying Jobs & Roles.c) Staffing Recruiting.d) Staffing Outsourcing (having services and functions

performedby non-employees).

e) Staffing Screening Applicants.f) Staffing Selecting (Hiring) New Employees.

(2) Employees due Benefits & Compensation.(3) Training Employees .

a) Career Development.b) Employee Orientation.c) Leadership development.d) Management Development.e) Personal Development.f) Supervisional Development.g) Training & Development.

(4) Ensuring Compliance to Regulations .a) Personnel Policies & Records.

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b) Employee Laws, Topics & Issues.c) Ethics Practical Toolkit.d) To comply all Statutory Requirements under Labour Laws.

(5) Ensuring Safe Work Environments.

a) Diversity Management.b) Dealing with Drugs at the Work Place.c) Employee Assistance Programsd) Ergonomics : Safe facilities at the Work Place.e) Dealing with HIV/AIDS at the Work Place.f) Personal Wellness.g) Preventing Violence at the Work Place.h) Ensuring Safety at the Work Place.i) Supporting Spirituality at the Work Place.

(6) Sustaining High-Performing Employees .

a) Employee Performance Management.b) Group Performance Management.c) Interpersonal Skills.d) Personal Productivity.e) Retaining Employees.

(7) General Resources .a) Additional information for Non-Profits.b) Capterras listing of HR Software.c) Implementation of ERP Package.

In India, some of the major factors which are responsible for theslow progress of HRM are: unfavourable attitude of employee unionstowards the personnel man, predominance of litigation in labourdisputes, lack of professional training facilities, insecurity of job & lackof job satisfaction.

Lastly, it is concluded that, HR Cell in any organization plays avital role to maintain a due vibration between the employer &employees. Also HR personnel is/are the eye & ear of the organization .

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