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Sunday, January 31, 2010

Human Resource Devlopment Vs. Human Resource Management (HRD VS. HRM)


HOW “HRD” DIFFERS FROM “HRM” ?
Some people distinguish a difference between HRM (a major management activity) and HRD (a profession) . These people might include HRM & HRD, explaining that HRD includes the broader range of activities to develop personnel inside of the organizations including e.g. Career Development, Training, Organizational Development (OD), etc.

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

The HRM function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits, compensation, employee records, and personnel policies. Usually small businesses ( for profit or non-profit) have to carry out these activities themselves because they can not afford part or full time help. However, they should always ensure that employes have … and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
The HRM (Function) and HRD (Profession) have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the “Personnel Department”, mostly manage the paperwork around hiring and paying people. More recently, organizations consider the “ HR Deptt.” As playing a major role in staffing, training, and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

In recent years there has been a sudden spurt in the no. of organizations 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 managers being redesignated HRD Manages or Human Resource Managers. Basically , HR consist of the value of productive capacity of a firm’s human organization. HRD efforts aim at providing conditions in which the employees can improve their skill, knowledge, energy and talent,which in turn may lead to improved productivity. Basically, the main 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 the right kind of values and norms to be followed by an organization.

“ HRM is that part of management concerned with people at work and with their relationship within an enterprise . Its aim is to bring together and develop into effective organization the men and women who make up an enterprise and having regard for the well being of an individual and of working groups, to enable them to make their best contribution to 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 performed by non-employees)
e) Staffing – Screening Applicants.
f) Staffing – Selecting (Hiring) New Employees.

(2) Employee’s 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.
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 Programs
d) 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) Capterra’s listing of HR Software.
c) Implementation of ERP Package.

In India, some of the major factors which are responsible for the slow progress of HRM are: unfavourable attitude of employee unions towards the personnel man, predominance of litigation in labour disputes, lack of professional training facilities, insecurity of job & lack of job satisfaction.

Lastly, it is concluded that, HR Cell in any organization plays a vital 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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