1. HRD is a subsection of HRM that focuses specifically on employee skills development and personal growth, whereas HRM deals with broader human resources functions like recruitment and compensation. 2. HRD aims to help employees acquire new competencies, increase their knowledge and skills, and improve performance through training programs, mentorships, and other development activities. 3. The goals of HRD are to qualitatively grow employees, build their competencies, and maximize organizational productivity and efficiency.

1. HUMAN RESOURCE MANAGEMENT
MMS (SEM II)
HRD
Challenges & Future
Trends
Prof. Sonali Murzello

2. HRD AND HRM
 HRM stands for human resources management, which
refers to the art of managing all aspects of the human
work force at a company or organization.
 HRM aims at providing an optimal working environment
for employees to fully and freely utilize their skills to their
best to achieve the company’s intended output.
 HRD (Human Resource Development) is the process to
help people to acquire competencies and to increase
their knowledge, skills and capabilities for higher
performance and productivity.

3. HRD AND HRM….
 Human resources management usually applies to
big companies and organizations, it has sub
categories, among which is HRD.
 HRD does not only focus on development of skills
but also focuses on the personal development of
employees.
 The HRD section is concerned with identifying
strengths and weaknesses among different
employees and devising training means.

4. SUMMARY
1. HRD is a sub section of HRM, i.e. HRD is a
section with the department of HRM.
2. HRM deals with all aspects of the human
resources function while HRD only deals with the
development part.
3. HRM is concerned with recruitment, rewards
among others while HRD is concerned with
employee skills development.
4. HRM functions are mostly formal while HRD
functions can be informal like mentorships.

5. NEW CHALLENGES IN THE CHANGING
WORKPLACE
Globalization
Corporate Re-organizations
 Changing Demographics of Workforce
Changed employee expectations
New Industrial Relations Approach
Renewed People Focus
 Managing the Managers
 Weaker Society interests
 Contribution to the success of organizations

6. PROACTIVE HRD STRATEGIES FOR LONG
TERM PLANNING AND GROWTH
 Change Management: Manage change properly and become
an effective change agent rather than being a victim of
change itself.
 Values: Adopt proactive HRD measures, which encourage
values of openness, trust and honesty.
 Maximize productivity and efficiency: Through qualitative
growth of people with capabilities and potentialities to grow
and develop thrive to maximize productivity and efficiency of
the organization.
 Activities directed to competence building: HRD activities
need to be geared up and directed at improving personal
competence.

7. FUTURE TRENDS & IMPLICATIONS FOR HRD
 Creation of a bimodal workforce
 Dual Career Couples
 Working at home
 Decline of Unions
 Matching the environment to the employees

8. HOORRAY!!!!!
WITH THAT WE END THE SYLLABUS FOR HRM
THANK YOU…..