前言：本文來(lái)自留學(xué)生dissertation中心-HRM essay代寫(xiě)編輯組整理提供，本文就人力資源發(fā)展（HRD）與人力資源管理（HRM）間的關(guān)系進(jìn)行了一番討論與分析。供HRM專業(yè)的留學(xué)生參考使用。全文分為6個(gè)部分進(jìn)行了發(fā)展與管理相關(guān)分析討論，詳見(jiàn)以下全文。

Introduction

During my study of managing performance improvement, I have some knowledge of human resource development (HRD) and the relationship between HRD and human resource management (HRM). This paper is mainly talking about HRD. In order to get the useful information I searched the internet and books. A discussion of the definition of HRD is presented, followed by another discussion of the role of HRM and HRD. Finally, the impact of economic and social globalization have on HRD are discussed.

Definitions of Human Resource Development (HRD)

HRD has been defined by a lot of people. One of the definitions is that “HRD is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training……succession planning, key employee identification, tuition assistance, and organization development” ( Heathfield 2009). This one considers HRD only as an framework organized by organizations, and it point out key employee identification is a part of HRD.

Our course leader’s idea is that “it is a combination of structured & unstructured learning & http://www.400190.com/Thesis_Writing/HRM/ performance based activities which develop individual & organizational competency, capability& capacity to cope with & successfully manage change” (Simmonds& Pedersen 2006). For this idea, HRD has a broader extent that it can be either structured or unstructured, and HRD’s main purpose is to gain ability, competency or capacity to deal with changes.

Then there is another definition. It thinks HRD is “Organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization (Gilley& Eggland 1989, p. 5). HRD includes the areas of training and development, career development, and organization development.” (Robert& Mitchill 1995). This one also thinks HRD should only be organized, and in it’s point of view, HRD’s goal is simply to improve the job, the individual, and/or the organization.

In my point of view, I would agree more with Simmonds& Pedersen’ s idea. I think HRD should be either organized or unorganized because that besides all kinds of organized learning activities employees can also learn and improve themselves by personal readings or something else. Since this world is changeable, one company can survive only if it changes itself to suit for the environment. So I think the aim of HRD should be to gain the ability, competency or something else to make individual and organization to be more competitive, more changeable to the environment and have more advantages than others. Of course HRD is related to strategic human resource management (HRM), and their roles are discussed by a lot of people.#p#分頁(yè)標(biāo)題#e#

The roles of Strategic HRM and HRD

HRM is concerned with the "people" and keeping the fact in mind that HRM helps in acquiring, developing, stimulating and retaining the outstanding employees as it gives both effectiveness and efficiency to the working of the organization, it has been started being used strategically and is now termed  as Strategic human resource management. The role of human resource management is changing and is changing very fast, to help companies achieve their goals. HRM has gone through many phases – from hiring and firing to relationship building, from there to legislation role, and now its role is shifting from protector and screener to strategic partner and as a change agent.( indianmba.com 2008)

In the conventional view, “HRD is a planning function which identifies skills and number of employees needed; recruitment and selection designed to deliver employees with desired skills; estimated HR needs which influence extent and level of training needed; performance evaluations identify gaps”(Pedersen 2009). And HRM is the effective utilization of employees in order to achieve the goals and strategies of the organization. (Desimone& Harris 1998)（本文由留學(xué)生dissertation代寫(xiě)網(wǎng)人力資源essay代寫(xiě)編輯組整理提供）

And in the conventional relationship of HRD to HRM, HRD is a part of a larger HRM department (Desimone& Harris 1998). HRD is treated as a primary HRM function. HRD is the part of human resource management (HRM) which specifically deals with training and development of the employees. HRD would include training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources which are beneficial for the employee's tasks, and any other developmental activities. (businessdictionary.com 2009)

In the contemporary view, HRD is shaped by the literature and practice of organizational change and development (OCD) and training &development education and practices (performance& learning). And learning is central to both OCD & training &development education and practices, which means that organizational & individual learning must occur for the prosperity & survivability of both parties (Pedersen 2009).

And neither of HRM and HRD is a sub-set of each other, and each contributes management of human aspects of contemporary orgs., they are separate yet complementary processes( McGoldrick, J & Stewart, J 1996).

For me, I think HRD is an important part of HRM. Because in my knowledge, HRM is completed by four parts-------planning and setting up standards, monitoring, reviewing and then make out and carry out the developing plans. Since HRM is mainly used to make full use of human resource and in this way to achieve organization’s goals, so we have to know what people have done and analyses their performances based on several #p#分頁(yè)標(biāo)題#e#http://www.400190.com/Thesis_Writing/HRM/ established standards, and then find out if they have done a good job, according to their situations we can make out some methods to develop their capacity. So we can see the final step of HRM is HRD. Actually HRM is used to gain individual and organization’s capacity to adapt to the changing world and win others.

Economic and social globalization

Nowadays, the trend of social integration and global economic integration is speeding up. Globalization means the regional open, increasing service areas, increasing competitions and more variables.

And as Michael Marquardt, Nancy Berger, and Peter Loan explain, the real issue is not stopping or promoting globalization, but rather how to minimize the negative effects of globalization and leverage its powerful, positive effects. Human Resource Development will play a key role in determining this transformation. At no time in history has HRD been more critical in solving urgent economic and social problems faced by a wide array of groups, communities, organizations, and nations.”(Flipkart.com 2009)

In today’s global economy, competitiveness is forging new links between employees and employers, and these new links demand different and more flexible ways of developing people and managing performance.(Tovey&Lawlor 2006)

In my mind, globalization has made there more and more different people work together or trade with each other. Different cultures, languages and so on all produce more problems for organizations. These changes all increase the need for HRD. Employees need to learn more about different cultures in order to build good relationships with other employees and customer come from other areas. And they need to learn more language to communicate http://www.400190.com/Thesis_Writing/HRM/ with the customers come from other language countries. What’s more, if there is a economic crisis in one country, it would extend to other countries. So there are more threats outside organization, so employees and organization all need more training to gain their ability, capacity and capability to deal with the changing external economic environment.

Conclusion

I think HRD is organized or unorganized learning activities. And the aim of HRD is to gain the ability, capacity and capability to make individual and organization to be more competitive, more changeable to the environment and have more advantages than others. I would prefer to treat HRD as a major part of HRM. Since the trend of globalization is increasing, HRD has been more important for organization

本文來(lái)自留學(xué)生dissertation中心-HRM essay代寫(xiě)編輯組整理提供，本文就人力資源發(fā)展（HRD）與人力資源管理（HRM）間的關(guān)系進(jìn)行了一番討論與分析。供HRM專業(yè)的留學(xué)生參考使用。更多的留學(xué)生dissertation相關(guān)資料與信息盡在英國(guó)dissertation網(wǎng)：#p#分頁(yè)標(biāo)題#e#http://www.400190.com/