HR Development vs. HR Management: What’s the Difference?

Human resource development is primarily concerned with training employees and aligning their personal development goals with the broader goals of the organization or business. Human resource management has a broader focus on labor relations, compensation, benefits and compliance.

Have you ever wondered what “Human Resources” are, what they do, or how “Human Resources Development” and “Human Resources Management” differ? Human Resources are the people who make up an organization’s, industry’s, or economy’s workforce. The distinction between human resources management and development is discussed in this article. The human resources department of an organization oversees various aspects of employment, including compliance with labor laws and employment standards, administration of employee benefits, and human resources management.

difference between human resource management and human resource development l the key difference

What is human resource management?

To ensure a company’s success, human resource management involves planning and managing employees. Nearly every aspect of personnel management, including recruitment, compensation, and conflict resolution, is handled by experts in this field of human resources. To assist a business in achieving its strategic goals, human resource managers work to develop and nurture employee talent.

What is human resource development?

The area of human resources known as “human resource development” is dedicated to fostering the professional growth of an organization’s workforce. It aims to give staff members the knowledge and abilities they need to advance professionally in their careers. Human resource development specialists may be in charge of performance management, coaching, mentoring, and training. This branch of HR assists businesses in anticipating and preparing for workplace changes by developing employees.

Human resource development vs. human resource management

Because both human resource management and human resource development are concerned with assisting employees in achieving their full potential in their positions, they frequently overlap in many organizations. However, there are some significant differences between these two human resources fields that help set them apart from one another. To compare human resource management and human resource development, the following similarities and differences are provided:


The practice of managing employees within an organization by applying management principles is known as human resource management. The management task in this area of HR is to increase each employee’s effectiveness and output. Human resource management, on the other hand, is a division of human resource development. This branch of HR aids in the education of staff members so that they can perform better. Human resource development assists a company in laying the groundwork for future success by enhancing employee capabilities.


The scope of these HR departments’ responsibilities within an organization varies. Human resource development is strategic and proactive. It forecasts upcoming workplace trends and provides staff with resources to help them get ready for those changes. Additionally, human resource development emphasizes enhancing organizational structure. For instance, experts in this field of HR might develop initiatives to foster an environment where staff members can take initiative to try out novel concepts.

Human resource management, on the other hand, is operational and reactive in nature. This branch of HR responds to organizational demands as they arise. It takes into account the workforce’s skills and suggests ways to enhance employee performance. HR managers, for instance, might put in place incentive plans to encourage staff to produce excellent work.


Although both HR divisions have broader objectives to support employee success, each one also has more focused objectives associated with its functions. Human resource development’s main objective is to improve the abilities, knowledge, and skills of a company’s employees. HR development specialists work to align employees’ personal goals with the organization’s objectives in order to improve performance of both employees and the organization.

The goal of human resource management is different. This area of HR focuses on strategies for strengthening and preserving the bond between a business and its workforce in order to entice and keep talented workers. These experts want to place workers in positions where they can utilize their skills effectively. They help employees in an organization choose their careers so they can keep utilizing their strengths for the good of the company.

Implementation process

Human resource development is typically implemented in an organization on an ongoing basis. In order to advance the development of the company, this branch of human resources identifies ways for employees to keep developing their skills. Training and development, performance management, and mentorship opportunities are typically included in the implementation process for human resource development. This process continues throughout an employees tenure with the company.

In contrast, implementing human resource management is a routine process. It focuses on assisting employees in their specific roles rather than the development of the organization. Implementing human resource management involves a number of processes, such as hiring, onboarding, paying, paying for safety at work, and evaluating performance.


Human resource management professionals typically have a different job title than those who work in human resource development. Training and workforce development are the main focuses of jobs in human resource development. Some common jobs in this area of HR include:

Human resource management experts may work in a variety of human resource-related fields, such as payroll, training, or employee relations. Some common positions in human resource management include:


Human resource development professionals typically perform different duties and tasks than those in human resource management. Although the duties of human resource managers may change depending on their organization or industry, these specialists typically:

Human resource development experts, on the other hand, prioritize the training and development of employees. These professionals typically:


Both areas of HR can have many benefits for organizations. Training and development programs are part of human resource development, which enables workers to reach their full potential. This area of HR can also help a company:

One of a company’s most valuable assets, its employees, can be managed with the aid of human resource management. Human resource management can help to:

Tips for choosing between human resource development vs. human resource management

Although these two HR specialties have some similarities, knowing the differences will help you choose your career path. The following advice will assist you in deciding between these two HR specialties:


Which is better HRM or HRD?

HRM vs. HRD. In order to maximize the use of organizational human resources, HRM is a crucial management discipline that fosters better working conditions for all parties. However, HRD is a subfield of HRM that focuses on the expansion and development of the workforce within any given organization.

What is the difference between HR and organizational development?

In order to increase an organization’s effectiveness, employees must develop their skills, knowledge, and abilities. This is done through human resource development. Learn about the various activities that make up human resource development and the advantages they can provide for an organization.

Is human development and human resource development same?

Diverse Focuses Human resources also considers how to make the most of employees’ efforts for the benefit of the business. Organizational development places a greater emphasis on maximizing employee potential and bringing staff members into alignment with the company’s values and objectives.

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