Difference in HRM and HRD in psychology

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 HRM and HRD have two different views in psychology:

HRM (Human Resources Management)

This mainly emphasizes the management of people in the organization. where activities such as recruitment, selection, training, performance management, compensation, and employee relations are concerned. HRM basically ensures the right people with the right skills are in the right position to achieve the organizational goals.

HRD (Human Resource Development)

On the other hand, HRD focuses on the development of human resources within the organization. their activities involve training and development, career planning, talent management, and organizational development. HRD focuses on improving the knowledge, skills, abilities, and overall performance of employees to support their personal growth and contribute to organizational success.

While both of these almost share common goals of managing and developing people within the organizations, HRM tends to have a more administrative and operational focus in dealing with day-to-day tasks and strategic workforce planning. HRD has a more developmental focus on aiming to enhance the capabilities and potentials of individuals and the organization as a whole.

The functions of HRM  usually include:

  • Recruitment and selection- they are responsible for attracting and hiring qualified individuals for job vacancies within the organization. this involves creating job descriptions, advertising positions, screening resumes, conducting interviews, and selecting the most suitable candidates.
  • Training and Development- they focus on ensuring that the employees receive necessary training and development. This may involve organizing workshops, seminars, on-the-job training, or providing access to online learning platforms.
  • Performance management- HRM comes up with performance management systems to evaluate and measure employee performance set performance goals, conduct performance appraisals, provide feedback, and identify areas for improvement or recognition.
  • Compensation and Benefits- They are responsible for developing and implementing compensation and benefits programs that are fair and competitive. determining their salaries, bonuses, and incentives and administering employee benefits such as health insurance, retirement plans, and leave policies.
  • Employee Relations- they also play an important role in instilling positive employee relations within the workplace like handling employee grievances, resolving conflicts, and promoting effective communication.
  • HR planning and strategy- HRM is involved in strategic planning by aligning HR practices with the overall business goals and objectives. workforce planning, succession planning, talent management, and implementing policies and procedures to support organization growth and development.
  • Employee engagement and relations- HRM focuses on creating a positive work environment that promotes employee engagement and relations. recognizing and rewarding employee contribution and addressing employee concerns to improve job satisfaction and reduce turnover.
  • HR information system- HRM makes use of technology and information systems to efficiently manage employee records, attendance, and other HR-related data. 
So, a combination of all these aims to bring about great development, motivation, and retention of a skilled and engaged workforce to support the organization's objectives.



Anyhow the psychological effect of HRD (Human resource development)can be significant and useful for both individuals and organizations. Some of the psychological issues in HRD include;

  1. Increased Motivation - initiatives such as training and development help bring about a well-motivated personality in an employee. when employees feel their personal and professional development is supported, it can increase their job satisfaction and commitment as well.
  2. Improved self-efficacy- HRD activities can boost individual self-efficacy, which is the belief in one's ability to successfully perform tasks and achieve goals. through training and development, individuals gain new skills and knowledge which can increase their confidence in their capabilities.
  3. Enhanced job satisfaction -initiates employee development and growth in contributing to their higher levels of job satisfaction. when an organization invests in an individual's development they feel satisfied and engaged.
  4. Career advancement opportunities- The efforts of the HRD such as career development programs and succession planning, can provide individuals with opportunities for career advancement. this can have an optimistic psychological impact.
  5. Reduced stress and burnout- HRD initiatives that promote work-life balance, stress management, and well-being can help reduce stress. by providing resources and support for managing stress and maintaining a healthy work-life balance HRD can contribute to employees psychological well-being.
Overall the HRD initiative can have a profound psychological impact. these psychological effects can lead to improved employee well-being, engagement, and performance, ultimately benefiting both individuals and the organization.

However, HRM is a bigger concept than HRD


References

S, S. (2017) Difference between HRM and HRD (with comparison chart), Key Differences. Available at: https://keydifferences.com/difference-between-hrm-and-hrd.html (Accessed: 27 November 2023).

Difference between HRM & HRD All Discussions (list) (no date) CiteHR. Available at: https://www.citehr.com/184771-difference-between-hrm-hrd.html (Accessed: 27 November 2023).

Patidar, M. (2023) Functions of Human Resource Management, e Notes MBA. Available at: https://www.enotesmba.com/2014/11/functions-of-human-resource-management.html (Accessed: 27 November 2023).

Functions of human resource management(hrm): Keka (no date) Keka HR. Available at: https://www.keka.com/human-resource-management-functions (Accessed: 27 November 2023).

Sarraf, R. (2023) The functions of Human Resource Development: Hirequotient, HireQuotient RSS. Available at: https://www.hirequotient.com/blog/functions-of-human-resource-development (Accessed: 27 November 2023).

Functions of Human Resource Development (2020) CommerceMates. Available at: https://commercemates.com/functions-of-human-resource-development/ (Accessed: 27 November 2023).






Comments

  1. Sumeda Jayalath (E218399)November 27, 2023 at 12:07 PM

    Dear Zeenath,
    Very good article. Your distinction between Human Resource Management (HRM) and Human Resource Development (HRD) in psychology provides a clear overview of their respective focuses and functions within an organization.

    ReplyDelete
  2. E.M.C.S EKANAYAKE November 27, 2023 at 4:20 PM

    While human resources development is still being consolidated as an academic field, its issues are common to many businesses worldwide. To understand current issues of HR development, it's important to acknowledge the influence of the one-world economy. Businesses and organizations need a common definition of the term "work," because workers in the globalized workforce are employed by companies based in other countries. Workers interact with people from different cultures who have different work attitudes but must communicate effectively to succeed in their jobs.
    What is your feedback on implementing green technology as a global requirement?

    ReplyDelete
  3. Buddhika RanasingheNovember 28, 2023 at 8:53 AM

    "Human Resource Management (HRM) and Human Resource Development (HRD) in psychology play pivotal roles in nurturing and optimizing the human potential within organizations". By reading this anybody can understand it well and your efforts have been successful.

    ReplyDelete
  4. S. D. S. K. Kumara (E205009)December 2, 2023 at 5:22 AM

    Dear Zeenath,
    Human Resource Management (HRM) and Human Resource Development (HRD) are two distinct but interconnected fields within the broader discipline of psychology and organizational behavior. While both areas focus on managing human resources within an organization, I understood that they have different emphases and objectives.

    ReplyDelete

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