The difference between Traditional Personal Management ( HRM ) and HRD is difficult probably to segregate however, let me briefly put it below :-

1. HRM is a mix of line and staff function.
2. HRD stands for taking new initiatives in the area of HRM.
3. HRD is all about dignosis of the organization with a view to identify new HR initiatives.
4. HRD is expected to design new initiatives for HRM, (identify the changes and modifications required for HRM.)
5. HRD should install the new HR initiatives/ changes / modifications in position, institutionalise them in the organization and ensure that these initiatives/ changes are merged into normal HR.
6. Once this is done , they should work afresh for more and more new initiatives.
7. HRD is simply the research wing of management in the areas of traditional HRM.
8. HRD manager is known as Change Agent of the organization.
9. HRD is not a seat of power. It is a seat of service.

Any comments from our respected colleagues ??

John

Hello,

Some organisations just rename their HR function as HRD and few other's name them as HR. There cant be a bigger mistake than this.

HRD concept came because the Managers of traditional personnel management, due to their tough routine, find very limited time for concentrating on growth and development aspect.

After all, traditional personnel management is a like hospital ( where diseases are treated ) wheras HRD is a 'keep-fit' program to minimise the diseases.

More comments

Human Resource Development is a subsystem of overall Human Resource Management.

Mathematically --> Overall HRM = Traditional Personnel Management + HRD

However, as practiced in my organization, HRD encompasses all elements such as OD, Perf Mgmt, Potential Assessment, career planning system etc etc. Any thing new and developmental is in the folds of HRD.

In fact, HRD initiatives were started in my organization under the guidance of the then leading consultant, Dr M B Athreya.

He trained a few Change Agents for all HRD activities. Once we got trained, the line of action was that we establish and stablise new or improved systems and ensure its assimilation in the main stream of traditional HR management.Once this task was accomplished, the change agents undertook more new initiatives.

Jim Watson