Human Resource

and Development
Prepared by: Dia Mae N. Corneja
Christine Joy Concepcion
Introduction

Every organization, large or small, uses a

variety of capital to make the business work.
Capital includes cash, valuables, or goods
used to generate income for a business. For
example, a retail store uses registers and
inventory, while a consulting firm may have
proprietary software or buildings. No matter
the industry, all companies have one thing in
common: they must have people to make their
capital work for them. This will be our focus
throughout the text: generation of revenue
through the use of people’s skills and abilities.
Introduction
Definition of Human Resource

• Human resources (HR) is the division of a

business that is charged with finding,
screening, recruiting, and training job
applicants. It also administers employee-
benefit programs.
• HR also administers employee-benefit
programs.
• A human resources department also
handles compensation and benefits, and
employee terminations.
Definition of Human Resource

• Human resources is used to describe both the people who work for a company or
organization and the department responsible for managing all matters related to
employees, who collectively represent one of the most valuable resources in any
businesses or organization. The term human resources was first coined in the 1960s when
the value of labor relations began to garner attention and when notions such as
motivation, organizational behavior, and selection assessments began to take shape in
all types of work settings.
• Human resource management is a contemporary, umbrella term used to describe the
management and development of employees in an organization. Also called personnel
or talent management (although these terms are a bit antiquated), human resource
management involves overseeing all things related to managing an organization’s
human capital.
Key HR Activities
Research conducted by The Conference Board, a member-driven economic think tank, found
six key, people-related activities that HR must effectively do to add value to a company. They
are:
1) Managing and using people effectively
2) Tying performance appraisal and compensation to competencies
3) Developing competencies that enhance individual and organizational performance
4) Increasing the innovation, creativity, and flexibility necessary to enhance competitiveness
5) Applying new approaches to work process design, succession planning, career
development, and inter-organizational mobility
6) Managing the implementation and integration of technology through improved staffing,
training, and communication with employees
What Is the Role of Human Resources?

A human resources department is focused on

the recruiting and retention of employees within
a company. HR typically finds, hires (and fires),
and trains employees. It oversees employee
relations. It manages benefit programs. It's the
place an employee goes with questions about
their position at the company, to address
concerns, and to air grievances.
Human Resources is about:

1) Addressing current employee concerns;

2) Acquiring new employees;

3) Managing the employee separation process; and

4) Improving morale
Human Resource Management

• Human resource management (HRM) is the process of employing people, training

them, compensating them, developing policies relating to them, and developing
strategies to retain them. As a field, HRM has undergone many changes over the last
twenty years, giving it an even more important role in today’s organizations.

• A strategic approach to managing company employees, the work culture, and the work
environment so that people can function as effectively and productively as possible.
Typically, it involves using metrics to measure workforce success.
Today’s HR management team must focus their efforts on five, critical
areas, according to the Forbes article:

1) Define and align organizational purpose

2) Recruit the best talent by creating, marketing, and selling an Employee Value
Proposition (EVP)
3) Focus on employee strengths
4) Create organizational alignment 
5) Accurately measure the same things
HR Management Strategies
• HRM is a comprehensive approach to managing employees and an organization's
culture and environment. It focuses on the recruitment, management, and general
direction of the people who work in an organization.
• An HR department that adopts HRM strategies typically plays a more active role in
improving an organization’s workforce. It may recommend processes, approaches,
and business solutions to management.
• Google is one example of an organization that has adopted a more active approach to
employee relations through its HR department. The company offers many employee
perks. The company headquarters has a wide range of facilities for employees,
including wellness centers, roller hockey rinks, and horseshoe pits. For Google, happy
employees are equivalent to productive employees.
The Role of HRM
Seven main roles that HRM plays in organizations

1) Staffing
2) Development of Workplace Policies
3) Compensation and Benefits Administration
4) Retention
5) Training and Development
6) Dealing with Laws Affecting Employment
7) Worker Protection
Staffing
Staffing involves the entire hiring process from posting a job to negotiating a
salary package. Within the staffing function, there are four main steps:

1. Development of a staffing plan. 

2. Development of policies to encourage multiculturalism at work.

3. Recruitment. 
4. Selection.
Development of Workplace Policies
It is key to note here that HR departments do not and cannot work alone. Everything
they do needs to involve all other departments in the organization. Some examples
of workplace policies might be the following:

• Discipline process policy

• Vacation time policy
• Dress code
• Ethics policy
• Internet usage policy
Compensation and Benefits Administration

Compensation includes anything the employee receives for his or her work.

Examples of employee compensation include the following:

• Health benefits
• Vacation time
• Sick leave
• Bonuses
• Tuition reimbursement
Retention

Retention involves keeping and motivating employees to stay with the

organization. Compensation is a major factor in employee retention, but there are
other factors as well. Ninety percent of employees leave a company for the
following reasons:

1. Issue around the job they are performing

2. Challenges with their manager

3. Poor fit with organizational culture

4. Poor workplace environment

Training and Development

Training is also a key component in employee motivation. Employees who feel

they are developing their skills tend to be happier in their jobs, which results in
increased employee retention. Examples of training programs might include the
following:

• Job skills training, such as how to run a particular computer program

• Training in communication
• Team-building activities
• Policy and legal training, such as sexual harassment training and ethics training
Dealing with Laws Affecting Employment
The legal environment of HRM is always changing, so HRM must always be aware
of changes taking place and then communicate those changes to the entire
management organization. An HRM professional might work with some of these
laws:

• Discrimination laws
• Health-care requirements
• Compensation requirements such as the minimum wage
• Worker safety laws
• Labor laws
Worker Protection
Safety is a major consideration in all organizations. Oftentimes new laws are
created with the goal of setting federal or state standards to ensure worker safety.
Worker protection issues might include the following:

• Chemical hazards
• Heating and ventilation requirements
• Use of “no fragrance” zones
• Protection of private employee information
 Human Resource Development

• Human Resource Development is the part of human resource management that

specifically deals with the training and development of the employees in the
organization.

• Human resource development includes training a person after he or she is first hired,
providing opportunities to learn new skills, distributing resources that are beneficial
for the employee's tasks, and any other developmental activities.

• HRD concept was first introduced by Leonard Nadler in 1969 at a conference in the
US. “He defined HRD as those learning experiences which are organized, for a specific
time, and designed to bring about the possibility of behavioral change”.
 Human Resource Development

HRD (Human Resources Development) has been defined by various scholars in various
ways. Some of the important definitions of HRD (Human Resources Development) are
as follows:

• HRD (Human Resources Development) has been defined by various scholars in

various ways. Some of the important definitions of HRD (Human Resources
Development) are as follows:

• According to M.M. Khan, "Human resource development is the across of increasing

knowledge, capabilities and positive work attitudes of all people working at all levels
in a business undertaking."
The Concept of Human Resource Development

Human resource development in the organization context is a process by which the

employees of an organization are helped, in a continuous and planned way to:
• Acquire or sharpen capabilities required to perform various functions associated
with their present or expected future roles;

• Develop their general capabilities as individuals and discover and exploit their own
inner potentials for their own and/or organizational development purposes; and

• Develop an organizational culture in which supervisor-subordinate relationships,

teamwork and collaboration among sub-units are strong and contribute to the
professional well being, motivation and pride of employees.
Human Resource Development Functions
 The goals of the HRD systems are to develop:
• The capabilities of each employee as an individual.

• The capabilities of each individual in relation to his or her present role.

• The capabilities of each employee in relation to his or her expected future role(s).

• The dyadic relationship between each employee and his or her supervisor.

• The team spirit and functioning in every organizational unit (department, group, etc.).

• Collaboration among different units of the organization.

• The organization’s overall health and self-renewing capabilities which, in turn, increase
the enabling capabilities of individuals, dyads, teams, and the entire organization.
Difference between HRD and HRM

1) Human resource management is mainly maintenance-oriented whereas human

resource development is development oriented.

2) Organization structure in the case of human resources management is independent

whereas human resource development creates a structure, which is interdependent
and interrelated.

3) Human resource management mainly aims to improve the efficiency of the employees
whereas aims at the human resource development of the employees as well as the
organization as a whole.
Difference between HRD and HRM

4) Responsibility for human resource development is given to the personnel/human

resource management department and specifically to the personnel manager whereas the
responsibility of human resource development is given to all managers at various levels of
the organization.

5) Human resource management motivates employees by giving them monetary incentives

or rewards whereas human resource development stresses on motivating people by
satisfying higher-order needs.
References:
• Human Resources (HR) Meaning and Responsibilities (investopedia.com)
•
What is Human Resources | HR | What is Human Resource Management (hum
anresourcesedu.org)
• 1.1 What Is Human Resources? – Human Resource Management (umn.edu)
• Whatishumanresource.com - Human Resource Development
• HumanResourceDevelopment (1).pdf