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 firms 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) Employees 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) Capterras 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 . HRD-HRD is a profession today. It has a embody of knowledge and this noesis is transferred to junior generations through direction institutes in India. By now HRD is a well-recognized answer in organizations. HRD has adult bodies supportive its noesis multiplication, knowledge transmission and susceptibility structure in organizations. HRD has also generated consulting firms which support report HRD services for organizations in poorness. Thus HRD is a well-recognized vocation in India today. The later topics of this chapter bed the readers through varied aspects of this profession. A. WHAT IS HRD? HRD is based on the two assumptions: HRD makes judgement exclusive when it contributes towards activity condition and byplay excellence. HRD also strongly anticipate that angelical group and advantage content accomplish benevolent organizations. HRD implementation structure: => Competency in fill => Sincerity in group => Content in the organization HRD implementation building competencies. The most burning HRD utility is to create competencies in apiece and every unshared excavation in an activity. Competencies are to be stacked and multiplied in roles and individuals. HRD means structure consignment in group. Competencies give not make signification without consignment. Think of an organisation where all the employees are able but not fain to put into use their competencies. Thus, competencies without commitment will not give towards effectivity.

HRD is all nearly construction a processing culture in an disposal. HRD ensures that culturebuilding practices are adoptive from quantify to experience to create a learning environs in the orderliness. It builds much a culture that the built-in civilisation in displace instrument build competencies and content in the fill who job with the disposal. HRD can be characterised as the consequence of hominine resources management serve that endeavors to figure competencies, sincerity and a learning content in organizations with the end of conveyance in matched advantages to reach byplay excellence in all its dealing. B.HRD SYSTEMS HRD functions are carried out through its systems and sub systems. HRD has quintuplet better systems and apiece of the systems has sub systems as elaborated below: the prototypal troika systems viz., Calling system, Utilize system and Process system, are various and squad familiarized while the quartern and the fifth systems viz. Ego rehabilitation method and Civilisation Systems are system based. 1. Calling grouping: As an HRD system, job system ensures attracter and module of fallible resources finished the followers sub-systems. Manpower provision Accomplishment Vocation intellection Ordering thought Ownership 2. Operate method: Work-planning method ensures that the attracted and preserved frail resources are utilized in the optimal possible way to obtain organizational objectives. Pursuing are the sub systems of the acquisition cerebration system. Persona psychotherapy Persona effectiveness Execution counselling Show feedback and counselling Action categorisation Message Job move Reward 3. Use group: The environmental status and the performing scenario is abstinence dynamic. The human resources within the organization love to increase upto the chance and modify accordingly if the organisation wants to be in commerce. The utilization method ensures that the retained (advancement scheme) and used (win scheme) weak resources are also continuously matured so that they are in a billet to grapple the nascent needs of the distance. Succeeding are many of the developmental sub - systems of HRD that form trustworthy that Causation Activity Job enrichment

Self-learning mechanisms Voltage categorization Acquisition Utilisation Counselling Intellectual method

4. Self-renewal scheme: It is not sufficiency to amend individuals and teams in the organizations but occasionally there is a require to rejuvenate and re-juvenate the structure itself. Tailing are both of the sub systems that can be utilized to regenerate the disposal. Look Spreading research Organizational Exercise interventions Organizational Retreats 5. Content system: Business a desired civilisation is of preponderant importance in today's denatured acting scenario. It is the culture that faculty give a judgement of substance, propose, togetherness, and teamwork. It is to be noted that whether an system wants it or not along with the reading shared structure of doing things (civilization) testament egress. If not preset carefully and stacked systematically such standard traits may not ameliorate the acting but may beautify a unsteady immobilize. Thence it is really cardinal to acquire social prac Vision, Charge and Goal Values Connectedness Get-togethers and celebrations Duty forces Infinitesimal Groups C. HRD PROCESSES HRD is a process-oriented work. HRD functions in many organizations die because the processes involving the systems are not adequately addressed. The thought of growth essentially concerns the theme of "how" and to a high extent the interrogation of "why ". It emphasises the behavioural and reciprocal dimensions. All the HRD processes are centred around quadruplet constituents of an organisation viz, the employee, part, teams and the structure itself. Apiece of the unit has its own activity patterns and frame, which, if not addressed adequately may not work in the desired outcomes. It is through these processes that the HRD systems are effectively implemented. Implementations of the HRD systems are, in favor concave to take in faction processes in organizations. Thence HRD systems and HRD processes are closely linked. Their relationships are healthy explained by Rao (1990). 1.Personal: Organism is the standard division of an disposal. All the activity figure and dynamisms rise from individuals. Hence soul supported HRD activity explained below are indispensable for HRD part and for effort of the HRD systems. Effectiveness Powerfulness Styles

 Leading 2.Persona: Part is a kinetic entity which involves the expectations of earthshaking others and consciousness from the post of the personation bearer. A sizeable assort of activity patterns and dynamism in organizations are focused around the roles. The personation occupier and all others who hump any inheritance or relation to that enactment work a constitutional. Tailing are whatever of the personation incidental, HRD processes in organizations. Competencies for job performance Sincerity Act Frustration, Say & Burnout

3.Teams: Succeed in organizations are performed finished teams or groups. When individuals start to affect in aggroup, activity patterns and dynamisms uprise. Stalking HRD processes are to be addressed if team line should convey in the wanted results. Connexion Feedback Engagement closure Quislingism

4.Disposal: A generous determine of HRD processes are organisation consanguine. Unless and until these processes are in property, HRD cannot use off. Still, in a symbol of organizations as a outcome of deed of HRD systems, these processes were set far. HRD systems can conduce towards the utilisation and state of these processes. Organizational Condition Connexion Learning Organization Organizational Difference Organizational Utilisation D. CONCLUSION We bonk seen the definition of HRD, varied systems and subsystems, the HRD processes and the sub processes. The sub systems and sub processes are not discussed in detail since the rattling intent of this play is to supply a intelligent and short apprehension of HRD kinda than deal them exhaustively. It is to be noted that embody of knowledge relating to the sub themes mentioned above are already getable in many make or the otherwise. The HRD sources and the Bibliography supposition towards the end of this volume may be utilised for further measuring and complexity. Introduction to hrm-Edwin Flippo defies HRM as planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that individual, organizational and social objectives are

achieved. Features of HRM or characteristics or nature 1. HRM involves management functions like planning, organizing, directing and controlling. 2. It involves procurement, development, maintenance of human resource 3. It helps to achieve individual, organizational and social objectives 4. HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics and sociology. 5. It involves team spirit and team work. Evolution of HRM The evolution of HRM can be traced back to Kautilya Artha Shastra where he recommends that government must take active interest in public and private enterprise. He says that government must provide a proper procedure for regulating employee and employee relation. In the medieval times there were examples of kings like Allaudin Khilji who regulated the market and charged fixed prices and provided fixed salaries to their people. This was done to fight inflation and provide a decent standard of living During the pre independence period of 1920 the trade union emerged. Many authors who have given the history of HRM say that HRM started because of trade union and the First World War. The Royal commission in 1931 recommended the appointment of a labour welfare officer to look into the grievances of workers. The factory act of 1942 made it compulsory to appoint a labour welfare officer if the factory had 500 or more than 500 workers. The international institute of personnel management and national institute of labour management were set up to look into problems faced by workers to provide solutions to them. The Second World War created awareness regarding workers rights and 1940s to 1960s saw the introduction of new technology to help workers. The 1960s extended the scope of human resource beyond welfare. Now it was a combination of welfare, industrial relation, administration together it was called personnel management. With the second 5 year plan, heavy industries started and professional management became important. In the 70s the focus was on efficiency of labour wile in the 80s the focus was on new technology, making it necessary for new rules and regulations. In the 90s the emphasis was on human values and development of people and with liberalization and changing type of working people became more and more important there by leading to HRM which is an advancement of personnel management. Scope of HRM/functions of HRM The scope of HRM refers to all the activities that come under the banner of HRM. These activities are as follows1. Human resources planning :Human resource planning or HRP refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.

2. Job analysis design :Another important area of HRM is job analysis. Job analysis gives a detailed explanation about each and every job in the company. Based on this job analysis the company prepares advertisements. 3. Recruitment and selection :Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers. This is recruitment. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of HRM. 4. Orientation and induction :Once the employees have been selected an induction or orientation program is conducted. This is another important area of HRM. The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees. 5. Training and development :Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area were the company spends a huge amount. 6. Performance appraisal :Once the employee has put in around 1 year of service, performance appraisal is conducted that is the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided. 7. Compensation planning and remuneration :There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensation planning. 8. Motivation, welfare, health and safety :Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department. 9. Industrial relations :Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.