HRM & HRD – Structure and Function
Human resources management of an organisation is often an independent department composed of various sections including recruitment and retention, performance and appraisal management, HRD and compensation sections. HRM refers to the art of managing all aspects of the human workforce in an organization. It aims at providing an optimal working environment for employees to fully and freely utilize their skills to their best to achieve the organisational goals. HRD is sub category of HRM which focuses on ‘nurturing’ employee’s skills. HRD aims at developing a superior workforce so that the company and individual employees may achieve their work goals in the customers’ service. There is no conflict between the structure and functions of HRM and HRD. The routine functions are part of HRM and HRD function emphasizes on organisational interventions for climate development, employee development & organisational development, linked with organisational goals.
Role of HR Professionals
As per Pareek and Rao role of HR Professionals grouped under five headings.
- Supportive Role
- Relates to the strengthening of the operating & executive levels.
- Role of Systems Development and Research
- Developing systems that deal with people, their problems and organisation dynamics.
- Managerial Role
- Relates to performing managerial function likes planning future manpower, recruiting, utilising by placement, retaining, motivating-integrating people and their role, performance and potential assessment, planning the growth of individuals etc.
- Role of Developing Competence
- Relates to developing technical, managerial, and processing competence among the human resource
- Process Role
- Effective organisation needs to respond to the changing environment for which it has to develop coping skills. Crating necessary culture and value in the organisation, diagnosing the problem at organisational level and taking corrective step are the related responsibilities of the HR functionaries.