Human Resources Management
The Human Resources Management (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 and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees 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.
Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
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 to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" 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.
From India, Mumbai
1The Human Resources Management (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 and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees 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.
Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
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 to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" 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.
From India, Mumbai
hi deepti,
i think the article was very good. But, i want to ask you one think. the HRD is a part of HRM or HRM is the part of HRD. accoding to me HRD is a part of HRM. HRM is the whole hr process in that HRD in one process to which concentrates on development.. then Od will be inside HR. OD is not a regular day to day process. so this department can be outsourced easily wth having inly one or two OD exectuives in the deparment. OD concentrates on people changes so HR plays important part in it. a company goes for Od when the growth is slow or whn i feels there is a need of change they go for it.. so it is no daily activity...
that is wat i feel i expect a rely from you also
From India, Vadodara
i think the article was very good. But, i want to ask you one think. the HRD is a part of HRM or HRM is the part of HRD. accoding to me HRD is a part of HRM. HRM is the whole hr process in that HRD in one process to which concentrates on development.. then Od will be inside HR. OD is not a regular day to day process. so this department can be outsourced easily wth having inly one or two OD exectuives in the deparment. OD concentrates on people changes so HR plays important part in it. a company goes for Od when the growth is slow or whn i feels there is a need of change they go for it.. so it is no daily activity...
that is wat i feel i expect a rely from you also
From India, Vadodara
Hi,
More or less similar views but a little crisper -
Welfare --> Personnel Management --> HR/M --> HCM/SHRM etc
As it stands today - Personnel Management and HR is still used by organisations. Where the Function delas more with adhering to law [Read recording required information in a tradition setup] - it is Personnel management. Where modern practices and strategic initiatives are used and in more modern set ups it is HR/M.
Important to note that increasingly the function is discovering itself and moving up the value chain. We will thus find Personnel management Departments changed to HR departments not in the very far future.
HRD is a very specific term dealing with Skill Gaps, availability and development, migration, geographical concentration. All this based on the current market conditions and socio economic scene. At a Corportate, Local, State, National and International Level.
HR as a function and HRM as a practise is all encopassing for the moment. HCM and Talent Management falls within Strategic HRM.
From India, Bangalore
More or less similar views but a little crisper -
Welfare --> Personnel Management --> HR/M --> HCM/SHRM etc
As it stands today - Personnel Management and HR is still used by organisations. Where the Function delas more with adhering to law [Read recording required information in a tradition setup] - it is Personnel management. Where modern practices and strategic initiatives are used and in more modern set ups it is HR/M.
Important to note that increasingly the function is discovering itself and moving up the value chain. We will thus find Personnel management Departments changed to HR departments not in the very far future.
HRD is a very specific term dealing with Skill Gaps, availability and development, migration, geographical concentration. All this based on the current market conditions and socio economic scene. At a Corportate, Local, State, National and International Level.
HR as a function and HRM as a practise is all encopassing for the moment. HCM and Talent Management falls within Strategic HRM.
From India, Bangalore
hi managehr,
first welcome to the forum. i think you have started your path of contributing well to the forum and i think you will do more also in future like this...
then you didno deal about the OB and HR relation question? what is your view in that topic
From India, Vadodara
first welcome to the forum. i think you have started your path of contributing well to the forum and i think you will do more also in future like this...
then you didno deal about the OB and HR relation question? what is your view in that topic
From India, Vadodara
Hi Sreenivasan,
OD, OT to me are Organisational Design and Theory. This is a strategic role of which HR is a part but not whole. This I base on my learnings during MBA. These are not defined as functions but involves strategists across functions.
Organisational development - is another word for Training and Development I am assuming. But by the term - it looks as though it goes beyond that. I am not very sure what the scope of the term is.
It can be all encompassing which will not help in the discussion.
You have mentined OB in your last mail - Are you referring to Organisational Behaviour? Yes this does fall into the purview of HR in almost every aspect of work. Be it Recruitment, or Coaching, Feedback or Interviews.... I would put as a subset with HRM.
What do you do?
Cheers
Sankalp
From India, Bangalore
OD, OT to me are Organisational Design and Theory. This is a strategic role of which HR is a part but not whole. This I base on my learnings during MBA. These are not defined as functions but involves strategists across functions.
Organisational development - is another word for Training and Development I am assuming. But by the term - it looks as though it goes beyond that. I am not very sure what the scope of the term is.
It can be all encompassing which will not help in the discussion.
You have mentined OB in your last mail - Are you referring to Organisational Behaviour? Yes this does fall into the purview of HR in almost every aspect of work. Be it Recruitment, or Coaching, Feedback or Interviews.... I would put as a subset with HRM.
What do you do?
Cheers
Sankalp
From India, Bangalore
hi sankalp,
i wanted to mean OD as organisational development... deepti in he first post she has asked about OD and HR realtion.. then i donot think so OD is just related to t&D. ya in OD t&D plays main part.... Od is more than that..
then i donot post about ob i.e., organisation behaviour in my psting... may be my Od u have taken it as ob....
i am doing mba in HR and marketing from IIPM,delhi,india....
but i am a HR person not more in marketing....
From India, Vadodara
i wanted to mean OD as organisational development... deepti in he first post she has asked about OD and HR realtion.. then i donot think so OD is just related to t&D. ya in OD t&D plays main part.... Od is more than that..
then i donot post about ob i.e., organisation behaviour in my psting... may be my Od u have taken it as ob....
i am doing mba in HR and marketing from IIPM,delhi,india....
but i am a HR person not more in marketing....
From India, Vadodara
Hello Group:
Typically, we find that OD refers to Organizational Development-- a "catch-all" term, generally defined by the group with which we're consulting.
HR generally belives it falls within their domain--but Strategic Development also claims it--as well as Corporate Governance, in some cases. I've even had consults where Marketing, in its efforts to define the "thought processes," laid claim to OD.
In recent years, I've actually used it in Seminars I've conducted--as well as in classes I've taught and consultations I've done--and have defined it as any interaction between the client and any of the client's departments which represent a human element interface.
That takes care of most departments within a group, and seems to satsify most.
One area in which no one seems to disagree--it's a hot career choice.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Typically, we find that OD refers to Organizational Development-- a "catch-all" term, generally defined by the group with which we're consulting.
HR generally belives it falls within their domain--but Strategic Development also claims it--as well as Corporate Governance, in some cases. I've even had consults where Marketing, in its efforts to define the "thought processes," laid claim to OD.
In recent years, I've actually used it in Seminars I've conducted--as well as in classes I've taught and consultations I've done--and have defined it as any interaction between the client and any of the client's departments which represent a human element interface.
That takes care of most departments within a group, and seems to satsify most.
One area in which no one seems to disagree--it's a hot career choice.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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