This document defines and compares human resource development (HRD) and human resource management (HRM). It states that HRD refers to training and developing employees to increase their knowledge, skills, and abilities. The goal of HRD is to strengthen employee performance and make them better at their jobs through continuous development. HRM meanwhile is defined as effectively utilizing employees to achieve organizational goals. Key differences between HRD and HRM outlined are that HRD is more proactive and focused on ongoing employee development, while HRM is a broader management function concerned with people management policies.

1. AND
HRD MANAGEMENT
ORGANIZATION

2. CONTENT
 Introduction
 Definition
 HRD and HRM
 Purpose of HRD
 Functions of HRD
 Features of HRD
 Responsibility of HR
 Relationship between HRM and HRD
Suggestions
Conclusion

3. In an organization (HRD) refers to
the vast field of training and development
provided by organizations to increase the
knowledge, skills, education, and abilities of
their employees. In many organizations, the
human resources development process
begins upon the hiring of a new employee
and continues throughout that employee's
tenure with the organization.

4. Human Resource Development (HRD)
is the structural framework for helping
employees develop their personal and
organizational skills, knowledge, and abilities.
It is a function in the organizations
designed to maximize employee performance in
service of an employer's strategic
objectives. HR is primarily concerned with the
management of people within organizations,
focusing on policies and on systems.

6.  Human resource management (HRM) can be
defines as effective selection and utilization of
employees to best achieve the goals and
strategies of organization, as well as the goal and
needs of employees.
 HRM can be divided into primary and secondary
functions. Primary functions are directly involved
with obtaining, maintaining and developing
employees. Secondary functions either provide
support for general management activities or are
involved in determinig or changing the structure
of the organization.

7.  Human Resource development activities are
intended to ensure that organizational
members have the skills or competencies to
meet current and future job demands
 Human resource development, as we
discussed, can be a stand alone function, or
it can be one of the primary functions with in
the HRM department

8. For Example
How the coach view
his athletic team. while
a coach may recruit
players who already
have some skill and
ability, the point of
continued practice is to
strengthen those skills
and abilities and make
even better athletes .
Similarly
HR development has the
same goal: To make better
employees. The purpose of
HR development is to
provide the coaching
needed to strengthen and
grow the knowledge,
skills, and abilities that an
employee already has. The
goal of development and
training is to make
employees even better at
what they do.

9.  Recruitment
 Safety
 Employee Relations
 Compensation and Benefits
 Compliance
 Training and Development

10. 1. Systematic approach
2. Continuous process
3. Multi-disciplinary subject
4. All-pervasive
5. Techniques

11.  Fairness in the work place
 Making sure that all managers and staff apply
personnel policies on the day-to-day basis
 Distribute tasks
 Prepare and Follow Budgets of Personnel
Operation
 Talent Management

12. BASIS FOR
COMPARISON
HRM HRD
Meaning Human Resource Management refers
to the application of principles of
management to manage the people
working in the organization.
Human Resource Development
means a continuous development
function that intends to improve
the performance of people
working in the organization.
What is it? Management function. Subset of Human Resource
Management.
Function Reactive Proactive
Objective To improve the performance of the
employees.
To develop the skills, knowledge
and competency of employees.
Process Routine Ongoing
Dependency Independent It is a subsystem.
Concerned with People only Development of the entire
organization.

13.  Stay organised
 Have as much clarity as possible
 Be discrete, tactful and always ethical
 Always be in communication

14. HRM differs with HRD in a sense that HRM
is associated with management of human resources
while HRD is related to the development of
employees. Human Resource Management is a
bigger concept than Human Resource
Development. The former encompasses a range of
organisational activities like planning, staffing,
developing, monitoring, maintaining, managing
relationship and evaluating whereas the latter
covers in itself the development part i.e. training,
learning, career development, talent
management, performance appraisal, employee
engagement and empowerment.

15. PREPARED AND PRESENTED
BY,
JUVAIRIYA BEGUM. M
MADHUBHARATHI. M
ANUSHA. M
VISHNUDEVI. J

16. THANK YOU
FOR THIS
GOLDEN OPPORTUNITY