HRM vs HRD: Difference and Comparison

An organisation has many people working in different fields and environments. It is an essential and challenging task to manage these many people.

That is why every organisation has a department called human resources or HR. The management done by this department is called human resource management. It has various fields, one of which is human resource development.

Key Takeaways

  1. HRM is the management of an organization’s human resources to maximize its productivity and potential, while HRD is the development of employee skills and abilities through training and education.
  2. HRM focuses on administrative tasks like recruitment, selection, and payroll management, while HRD focuses on enhancing employee performance and career growth.
  3. HRM is reactive, responding to current needs and demands, while HRD is proactive, anticipating future needs and developing strategies to meet them.


HRM stands for Human Resource Management, which is the process of managing the human resources of an organization, including recruitment, selection, training, compensation, and performance management. HRD stands for Human Resource Development, which is the process of developing the skills, knowledge, and abilities of employees to improve their job performance and enhance their career development. 


HRM stands for human resource management and ensures that a particular organisation’s employees work enthusiastically and adequately for the organisation.

It works to make sure an employee’s work performance is maximised. The HRM people have to manage employees’ various activities since they are responsible for producing and developing that organisation’s products. The concept of HRM started in the 18th century.

HRD stands for human resource development. The sole focus of this department is on the training and development management of an organisation’s employees. It focuses on employee training, mentoring, performance and career development, etc. HRD comes under HRM.

Comparison Table

Parameters of comparisonHRMHRD
DefinitionIt stands for human resource management.It stands for human resource development.
FunctionA management department ensures that a particular organization’s employees give their best to achieve the result. It manages the training and development of the employees.
ProcessIt is an occasional process.It is a continuous process.
Department typeManagementDevelopment

What is HRM?

HRM stands for human resource management. It is a management department responsible for ensuring that a particular organisation’s employees give their best to achieve the results.

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It works to make sure an employee’s work performance is maximised. HR or human resources are responsible for managing various employee tasks, such as recruitment, training, implementation, reward and pay management, etc.

HRM is essential to maintain the goodwill of any organisation. Human resources provide a full-time professional human resources person for every 100 employees. This HRM person has to manage various activities of these 100 employees.

Human beings are responsible for the production and development of all the new things in this world, so it is vital to ensure they do it with full dedication. This management is in the hands of HRM.

The human resource development field started in the 18th century by Robert Owen and Charles Babbage, who believed that the employees’ well-being leads to excellent work. To make a career in HRM, one must study the human resources program.

This program is provided by various business colleges worldwide. The first-ever college to provide this program is the School of Industrial and labour relations at Cornell University.

Human resource management includes many fields and people who work in different these fields, such as chief human resource officers, directors, recruiters etc.


What is HRD?

HRD stands for human resource development, and it is a part of human resource management that solely focuses on the training and development management of other employees of an organization.

Every employee an organization has recruited must first go through a training program before starting work there. Once they start working, they must learn new skills, leading to their development. HRD manages these tasks.

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Leonard Nadler introduced the concept of HRD in 1969. he thought that human resource development would bring out the employees’ personal and organizational skill changes.

HRD includes responsibilities such as employee training, performance and career development, mentoring, etc. HRD is required by every organization for better growth and success in this fast-changing environment.

It emphasizes the best utilization of each employee’s skills and capabilities and promotes team spirit. Development is a process that can never end and can continue for a long time because there is always something new to learn.

Human resource development also helps make people more component and makes their attitude better and helpful for the organization. It creates a good relationship between the whole staff of that organization.


Main Differences Between HRM and HRD

  1. HRM stands for human resource management. In comparison, HRD stands for human resource development.
  2. HRM is a management department responsible for ensuring employees give their best to achieve the result. In contrast, HRD manages the training and development of the employees.
  3. HRM processes are carried out when required; whereas HRD processes are not occasional, they continue as long a person works in an organization.
  4. HRM works on managing various tasks, whereas HRD works specifically on development.
  5. The HRM structure is independent, whereas the HRD structure is interdependent.



Last Updated : 13 July, 2023

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11 thoughts on “HRM vs HRD: Difference and Comparison”

  1. The author’s emphasis on HRM’s focus on productivity and HRD’s focus on employee development is highlighted in a very informative manner.

  2. The detailed explanation about the roles of HRM and HRD distinguishes this article from other superficial discussions on the topic.

  3. The article presents a well-organized breakdown of HRM and HRD, but the historical accounts about their origins are very insightful.

  4. This article provides a comprehensive and detailed explanation of the differences between HRM and HRD, as well as their respective roles and responsibilities in an organisation.

  5. The introduction of the historical context for HRM and HRD adds depth to the discussion, which I find intellectually stimulating.

  6. While the tone of the article is serious and informative, it manages to engage the reader on a higher intellectual level as well.

  7. The author’s meticulous analysis and clear presentation of the subject provide valuable insights into the world of HRM and HRD.

  8. I appreciate the article’s approach to exploring the importance of HRM and HRD, especially in light of historical perspectives.

  9. The author has made a strong case by outlining the distinctions between HRM and HRD, and how they contribute to the overall success of an organization.


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