In large organizations, the human resources (HR) function spans a wide array of responsibilities, often requiring multiple professionals to manage them effectively. Broadly, HR functions can be divided into two main categories: Human Resources Management (HRM) and Human Resources Development (HRD). While HRM focuses on the day-to-day operations, HRD takes a more strategic, future-oriented approach.
Human Resources Management (HRM)
HRM encompasses the routine, administrative functions of managing employees. This includes tasks such as payroll processing, compensation management, benefits administration, and resolving employee relations issues. HRM professionals handle hiring, terminations, and workplace disputes, ensuring smooth day-to-day operations. In essence, HRM ensures that the organization’s workforce is managed efficiently and that employee needs are addressed promptly.
Human Resources Development (HRD)
HRD, in contrast, focuses on strategic workforce planning and organizational growth. HRD professionals assess training needs, enhance productivity, and apply principles of industrial psychology to optimize performance. While HRD may consider individual employee development, its primary concern is the overall development and long-term needs of the organization’s workforce.
Parallel Functions
In sizable organizations, HRM and HRD functions are often handled by different professionals. From an employee’s perspective, these roles may seem parallel but distinct. For example, an HRM officer might handle the recruitment of a new employee, while an HRD executive designs the employee’s training program. Similarly, HRM manages benefits selection, whereas HRD oversees performance reviews and professional development.
Collaboration
For large organizations to operate effectively, close collaboration between HRM and HRD is essential. HRM staff, interacting directly with employees, can identify emerging trends such as training gaps or workplace dissatisfaction. HRD can then address these issues strategically, implementing policies or programs to enhance overall workforce performance. Likewise, HRD initiatives may require HRM personnel to adjust hiring practices or support new organizational strategies.
In summary, HRM and HRD serve complementary roles. HRM ensures smooth day-to-day operations, while HRD drives long-term organizational growth. Effective collaboration between the two ensures both employee satisfaction and organizational success.
