What is the difference between human resource development and human resource management?
by Amit Bhagria on Wednesday, April 7th, 2010 | 8 Comments
This is an interview question to do a masters in human resource management
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Semantics
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Development is the creating of HR or policies and management means it is already in place and being maintained. Look up the words in the dictionary or a thesaurus if you want better definitions but those are the jest of it. Hope this helps!!
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human resource development -organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization
This is related to Human Resource Management — a field which includes HR research and information systems, union/labor relations, employee assistance, compensation/benefits, selection and staffing, performance management systems, HR planning, and organization/job design
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development is the focus in on training and optimizing work performance. Management is the focus on who you hire, who you fire and remediation to employees who need discipline and retooling to continue their employment. HR development would be a subset of human resource managment in larger organizations.
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The difference can be found in the words. Developement is to grow and make more efficient (or better in laymens)
To manage is to control. You can mix these together for your best business results.
If you only manage, you likely will never grow, because development is required to create growth and make your business or office do it’s best. You learn and grow, manage along the way. Hope this is helpful.
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management is when you manage developed human(educated people) resource to a certain goal
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human resource development is something thats about to come soon and your not sure of how it will react. and human management is when you have already started something its going good and you are the person who has the say so of what goes and what doesn’t everyone has to have your approval when thy are about to do something or change you ideas.
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A Human Resource Development (HRD) professional can utilize the knowledge and experiences of long-tenured employees (Subject Matter Experts) when designing training for new recruits. If given new challenges and opportunities, long-tenured employees can be a company’s greatest assets for many years to come. An HRD professional must realize that as human beings, the needs of seasoned employees are constantly changing. If left unchallenged, the employee becomes unhappy with himself and therefore unhappy with the company at which he or she is employed. HRD professionals must perform an analysis of the employee as a learner (learner analysis) to identify, design, and implement new training to challenge the employee so the cycle can begin anew. The employees who are in search or a challenge or promotion rather than just a pay raise are the employees who are valuable to the company throughout their careers.
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