This dissertation discussed the concepts of human resource development and human resource management. HRD is the part HRM that deals with the training and development of employees in an organization. Human Resource Development is important for any organization in a dynamic and growth-oriented environment. HRD develops new skills and knowledge through training and development programs. It improves the all-round growth of employees, improves team spirit, and helps create the efficiency culture in an organization. Human resource development ensures organizational effectiveness through the proper utilization of resources to achieve organizational goals. It also helps to collect useful and objective data on employee programs and policies which further facilitate better human resource management.
BENEFITS OF EMPLOYEE TRAINING AND DEVELOPMENT
The benefits of training and development to employees are; Increased job satisfaction and morale, Increased motivation, Increased efficiencies in processes therefore resulting in financial gain. It also leads to an increased capacity to adopt new technologies and methods. Additionally, there is an ncreased innovation in strategies and products hence reduced employee turnover. Moreover it leads to an enhanced company image and Risk management. Human resource development can be formal or informal. Informal learning includes: Coaching by managers, mentoring by more experienced employees, and collaborating with highly trained colleagues. Formal development includes In-classroom training, college courses, planned organizational change, internal training provided by staff /facilitator. Training and Development is one of the main functions of the human resource management department. The process of development is concerning insights, attitudes, adaptability, leadership, and human relations.
DIFFERENCES BETWEEN HUMAN RESOURCE DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Both are important concepts of management related to the human resources of an organization. The main differences are: Human resource management is maintenance oriented whereas HRD is development-oriented: organization structure in HRM is independent whereas HRD is inter-dependent and at the development of the employees as well as the organization as a whole. Responsibility of HRM is given to the HRM department and HRM manager whereas the responsibility of human resource development is given to all managers at various levels of the organization. HRM motivates the employees through monetary incentives/ rewards whereas HRD motivates by stressing on satisfying higher-order needs. However, both concepts promote employee growth through training and development.