Human Resource Management (HRM) is a partial segment of management responsible for allowing effective use of the human capital or workforce of the company and supplying workers with flexible working conditions. This incorporates those activities which plan and manage a company’s human capital. HRM also focuses on building and maintaining a healthy relationship among the employees and at different management levels.

Whereas Human Resource Development (HRD) is a subset of HRM that aims towards the betterment, empowerment and development of the human capital or workforce. HRD mostly puts its effort into training and developing the manpower of the company so that the organisation and it’s employees both achieve growth and success. HRM and HRD are often misinterpreted and is considered to have a similar meaning, but it is not. Therefore to provide a better understanding and help you distinguish between HRM and HRD, here are furthermore details to how they are different from each other.

Human Resource Management

Human Resource Management, often known as HRM, implies a particular management segment that is dealing with handling employees in a company so that to ensure maximum quality output to meet the mission and vision of the entity. The principles of management are brought into practical application on the employees of the organisation. It helps to boost the organisation’s efficiency and profitability by discovering the quality and capability of the workforce. HRM is, therefore, the allocation of work to the accurate person at the right time to get the maximum result.

The procedure consists of various steps beginning with recruiting, screening, orientation, integration, training & development, performance assessment, incentive, compensation, inspiration, employee protection, health & wellness policy, corporate partnership management, change management.

Human Resource Development

The word Human Resource Development or HRD indicates the growth of the workforce in an organization. This is a component of HRM; it helps to develop the organization’s workers’ abilities, expertise, capabilities, mindset, nature and attitude. The HRD aim at empowering and improving the employees ‘ abilities so that their productivity is more efficient.

Human Resource Development provides employees with these prospects that will respond effectively to their overall growth. Such prospects involve training and development programs, career development, performance management, KSA improvement, leadership development, identification of specific staff, strategic planning, etc. Nowadays, several companies work for HRD of workers from the very beginning, and the practice remains until their employment.

Role of Human Resource Management

The basic role of HRM is to design, organize and plan the policies and norms that support and work along with the benefits and upliftment of the employees working for the organisation. Also, it’s role is to maintain relations within the workplace.

There are three major roles of HRM:

• Administrative role of HRM – here, Human Resource Management is mainly to keep records, and legal paper works about the employees in the organisation. With this tie, the administrative role has been improved with technology that maintains huge databases, and the paper works can be easily done online or through accessible forms over the internet.
• Operational role of HRM – this handles the relationship barriers in the organisation. Often the HRM department is said to act as an advocate, and it helps in maintaining relationships between different levels of the organisation and also internal relations. This helps in avoiding conflicts and creates a healthy work atmosphere for the maximum benefit of employees as well as organisation.
• Strategical role of HRM – the strategical role of Human Resource Management is the footsteps towards HRP ( Human Resource Planning ), i.e., the organisation includes the HRM head in the strategical planning and takes into consideration the opinions and viewpoint of the HR manager as they have a better insight to the potentiality of candidates in the market.

Role of Human Resource Development

As HRD is a component of HRM, and its role is precise and particular in the organisation. The major role of Human Resource Development is to enhance the KSA factor of the employees, that is, brushing upon their knowledge, skills and abilities toward the job they have been assigned for. Also, the HRD department must provide the required training to the employees. Nowadays, many companies invest a lot in T&D programs to increase the efficiency of the employees.

Objectives of HRM

• Personal objective – helping the employees accomplish personal goals that also benefit the organisation.
• Functional objective – the contribution toward the organisational achievements as a department of the firm that shows motivation and teamwork and the relation among the employees.
• Organisational objective – putting efforts towards the mission and vision of the organisation. Organisational success should be one of the goals of the employees to increase their productivity.
• Societal objective – when the above objectives are met by an organisation, it creates an image, preaches teamwork and motivates others and also attract new potential in the market.

Objectives of HRD

• To develop and uplift the workforce altogether to enhance the performance of the organisation.
• To design better and more efficient training and development programs to attract greater potentiality and find talent.
• To enhance the performance level of the employees to make them capable of achieving their personal goals.
• To motivate the employees to have similar goals as the organisation.

Difference between HRM and HRD

Basis	Human Resource Management	Human Resource Development
Definition	HRM is the managing, controlling and handling of employees for both enhancements of productivity and achievement of goals at personal and organisational levels.	The systematic procedure of development of employees to increase their efficiency toward the job they have been assigned for is referred to as HRD.
Function	As it is a management function, it is responsive towards any organizational activities and also acts in decision making processes.	It is a subset of HRM, so it comes into charge only when it is required or called for. HRD is like a process that needs to participate at the time of requirement.
Objective	Enhance the productivity of the employees and working relationships to maintain a healthy work atmosphere	To increase growth, efficiency and creativity of the employees and help in meeting goals.
Dependency	It is an open ended and independent system.	It is interdependent.
Procedure	It is a continuous process that happens.	HRD is a process that takes place when planned and called for.
Meant for	People.	Growth of the organization and its employees.

To conclude, HRM is a wider and broader concept of management. It consists of the traditional principles of management that are applied to the human capital to make them grow personally that further results in the enhancement or improvement of the organization as well. It also helps in creating an image in the society and therefore creating its public profile based on how the company’s performance is.

Human Resource Development is a subset or subsystem of HRM. This department of an organisation is more of a functional part of the system that comes into action in developing both employees and the organization together. The employees are trained towards meeting personal and organisational goals and motivates the workforce to have mutual objectives as the entity.