Human resources (HR) is an important part of many organizations, regardless of size or industry. The HR department serves as the link between the organization and its employees—and ensures that both are set up for success. HR managers oversee, design and implement all processes within the HR department, from payroll to onboarding.
Within the broad realm of human resource management (HRM) is human resource development (HRD). HRD is primarily concerned with each employee’s personal and professional growth—and tries to align their development with an organization’s goals. While HRM and HRD have a lot in common, they also have slightly different objectives. In this guide, we’ll dive into these objectives and highlight the differences between the two disciplines.
On the surface, human resource management may seem straightforward, simply involving the oversight of employees within a company. Upon a closer look, it often encompasses a number of responsibilities related to the mission and culture of an organization, which means your duties and responsibilities as an HR manager can vary by employer and work setting.
Generally, human resource management is defined as the creation of systems that organize people within an organization—such as staffing, compensation, benefits, and defining or designing work. For human resources managers, employees are among an organization’s most valuable assets. And so, it is an HR manager’s job to foster talent and cultivate individual and collective success, all while maximizing profit and achieving company-wide goals.
Human resource management may be a good fit for those interested in working at the intersection of business and people. But that’s not the only factor that might motivate someone to choose this career path. For some, job outlook and earning potential count. According to the U.S. Bureau of Labor Statistics (BLS), job opportunities for human resources managers are expected to grow by 9% between 2020 and 2030. While salary varies by location, experience level and a host of other factors, the BLS reports that the median annual salary for HR managers was $126,230 in 2021.
Further on in this guide, we describe the responsibilities and daily tasks of human resources managers as well as some common steps you can take to become one.
In this article, we’ll examine the core differences between HR development and HR management. Understanding these distinctions will help you decide which career path is right for you and determine how to best structure the HR function in your organization.
Defining HR Development and HR Management
First, let’s clearly define each area:
-
HR development focuses specifically on developing employees’ skills and capabilities, through training coaching, and other development initiatives. The goal is to enrich jobs and boost organizational effectiveness.
-
HR management oversees all people-related processes in the organization. This includes hiring, compensation, performance management, employee relations, and enforcing policies. The aim is to maximize employee productivity and engagement.
While both functions aim to optimize the workforce, HR development zeroes in on growing employee abilities while HR management takes a broader, task-based approach.
Key Differences Between the Roles
Though HR development and HR management are complementary, there are some notable differences between the two roles
-
Strategic focus: HR development is more strategic, while HR management is more tactical and operational. HR development designs long-term development plans. HR management executes day-to-day HR tasks.
-
Scope: HR management encompasses all HR activities. HR development focuses narrowly on training, coaching, and career growth.
-
Impact: HR development aims to transform employees. HR management seeks to manage workflows and policies effectively.
-
Projects: HR development handles structured, pre-planned projects. HR management deals with spontaneous, rapidly shifting priorities.
-
Skill emphasis: HR development prioritizes communication, research, critical thinking, and project management skills. HR management requires interpersonal, data, and administrative skills.
-
Career path: HR development professionals often start in other departments. HR managers typically climb the ladder within the HR function.
While HR managers perform the vital everyday people operations, HR developers take a more consultative role to elevate the workforce.
Typical Responsibilities in Each Role
Now let’s dive deeper into the typical day-to-day responsibilities associated with each role:
HR Development Common Responsibilities
- Design, implement, and evaluate training programs
- Analyze organizational development needs
- Create employee career development plans
- Implement onboarding programs
- Research new HR trends and introduce initiatives
- Coach managers on building team capabilities
- Manage leadership development programs
- Partner with managers on succession planning
HR Management Common Responsibilities
- Recruit, interview, and hire candidates
- Handle employee relations issues
- Process payroll
- Administer benefits programs
- Oversee performance reviews
- Maintain employee records
- Investigate workplace complaints
- Interpret and enforce company policies
- Manage employee data
- Ensure legal and regulatory compliance
As you can see, HR management handles the full spectrum of HR duties while HR development plays a specialized role centering on employee growth.
Which Career Path is Right for You?
When weighing an HR development or HR management career, consider which of these aspects appeal most:
HR Development Professionals Often…
- Enjoy big-picture thinking and strategic planning
- Want to focus in-depth on training and development
- Are interested in transforming employee capabilities
- Prefer planning structured, long-term projects
- Are adept at research, analysis, and critical thinking
HR Management Professionals Often…
- Excel at overseeing multifaceted HR operations
- Are interested in all aspects of managing people
- Enjoy supporting the organization through tactical execution
- Have great interpersonal and data management skills
- Thrive under shifting, fast-paced priorities
Assess your skills and interests to determine which path aligns best. Some people find that they enjoy both aspects and pursue a blended HR career!
Structuring HR Development and Management
When structuring your HR function, here are some options to consider:
- Have separate HR development and HR management departments, each with specialized staff
- Divide responsibilities between junior HR managers (handling operations) and senior HR managers (driving development)
- Designate development responsibilities to specialized HR developer roles
- Outsource HR management tasks to free up internal staff for strategic development
- Hire HR generalists to balance both management and development
The right structure depends on your organization’s size and needs. A coordinated effort between HR developers and HR managers ensures your people programs run smoothly while elevating capabilities.
Partnering for Success
While HR development and management involve distinct focuses, effective collaboration between the two is key. HR developers rely on HR managers to provide insight into organizational needs and metrics to shape development plans. HR managers tap HR developers for expertise on strategically improving the workforce through learning.
By partnering closely, HR development and HR management ensure the organization has both the tactical people practices and strategic talent capabilities needed to drive success. This symbiotic relationship is central to empowering the workforce.
Key Takeaways
-
HR development concentrates on expanding employee capabilities through training and career growth initiatives. HR management oversees the full range of operational HR functions.
-
HR development is more strategic, narrow in scope, and focused on longer-term planning and projects. HR management involves tactical everyday tasks and rapidly shifting priorities.
-
Complementary capabilities are required across both functions to ensure your HR programs are executed seamlessly while expanding workforce skills.
-
Assess your interests, skills and goals to choose the right HR career path, or explore a hybrid role spanning both management and development.
Understanding the distinct value and synergies of HR development and HR management will help you optimize your HR function to boost organizational performance through people.
What is the aim of HRD?
HRD aims to improve learning and performance on both individual and organizational levels. This may include furthering the personal goals of employees and the broad goals of the organization, so both may benefit from the relationship. HRD also identifies problems within these areas and helps to develop systems to address them.
What Are HR Managers and What Do They Do?
HR managers oversee a wide variety of tasks, including recruiting and onboarding employees, developing talent, and making sure that the organization is meeting legal obligations as they relate to employment. Often, they assist other managers throughout the company with employment-related concerns and help resolve any disputes that arise between staff members. These professionals also work alongside an organization’s leaders to implement effective strategies for managing employees and helping them grow professionally.
While some organizations may have only one human resources manager, others may designate several managers to oversee specific areas within the department. Managerial roles within HR may have different titles, including employee relations manager, payroll manager, and recruiting manager.
For more information, see our article on the 7 functions of the human resources department.
difference between human resource management and human resource development l the key difference
What is the difference between HR and Human Resource Development?
These HR areas differ in the scope of their functions within an organization. Human resource development is strategic and proactive. It predicts future trends in the workplace and gives employees the tools to help them prepare for those changes. Human resource development also focuses on improving the structure of an organization.
What is the difference between HR management and HRD?
“The main difference between HR management and HR development is that HRM is focused on managing the current workforce, while HRD is focused on developing the future workforce,” explained Patterson. There are also significant differences in the responsibilities for each type of role.
Why is HRD better than HRM?
So, HRD enables your employees to do the branding for them. In general, you are unable to create a robust employer brand without investing much. HRM lets employees follow the smooth steps toward production. The process begins with the right policy formulation for the jobs and ends with successful business growth.
What is Human Resource Development (HRD)?
Human Resource Development (HRD) comprises structured learning activities within an organization aimed at enhancing both performance and personal growth, benefitting both the employee and the organization.
