How to Differentiate Hrd and T&D
Introduction
In the early 1980s, the field of personnel management shifted its function from handling staffing and related administrative activities to the development of people as a resource of the organization (Sims, R. 2006). Thus, here comes the field of Human Resource Development (HRD). The term HRD started out first simply as “training”, then involved into “training and development”（T&D）, and finally into HRD. Therefore, some confusion arise relating to the difference between Human Resource Development and “training and development”. In order to differentiate HRD and T&D, the author illustrates this essay by clarifying the definition of HRD and T&D, their respective main purpose, and the strategies of each term. I．Definition
1．Definition of HRD
Because of the evolving nature of HRD, defining HRD is difficult. The first definition of HRD offered by Harbison and Myers related HRD to broad contexts, including economy, political, social and culture contexts, rather than just individuals and organizations. They defined HRD as a process to increase the knowledge, skills and capacities of all the people in a society:
“In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of an economy. In political terms, HRD prepares people for adult participation in the political process, particularly as citizens in a democracy. From the social and cultural points of view, the development of human resources helps people lead fuller and richer lives, less bound to tradition.”(Harbison and Myers, 1964)
HRD was also referred as a learning experience provided by employees, leading to the improvement of their performance and/all personal growth (Nadler and Nadler, 1989).
A recent definition from Swanson (2009) explained the term HRD as a process of developing and unleashing expertise which aimed at improving organizational system, work process, team, and individual performance.
2．Definition of
In the early 1980s, the field of personnel management shifted its function from handling staffing and related administrative activities to the development of people as a resource of the organization (Sims, R. 2006). Thus, here comes the field of Human Resource Development (HRD). The term HRD started out first simply as “training”, then involved into “training and development”（T&D）, and finally into HRD. Therefore, some confusion arise relating to the difference between Human Resource Development and “training and development”. In order to differentiate HRD and T&D, the author illustrates this essay by clarifying the definition of HRD and T&D, their respective main purpose, and the strategies of each term. I．Definition
1．Definition of HRD
Because of the evolving nature of HRD, defining HRD is difficult. The first definition of HRD offered by Harbison and Myers related HRD to broad contexts, including economy, political, social and culture contexts, rather than just individuals and organizations. They defined HRD as a process to increase the knowledge, skills and capacities of all the people in a society:
“In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of an economy. In political terms, HRD prepares people for adult participation in the political process, particularly as citizens in a democracy. From the social and cultural points of view, the development of human resources helps people lead fuller and richer lives, less bound to tradition.”(Harbison and Myers, 1964)
HRD was also referred as a learning experience provided by employees, leading to the improvement of their performance and/all personal growth (Nadler and Nadler, 1989).
A recent definition from Swanson (2009) explained the term HRD as a process of developing and unleashing expertise which aimed at improving organizational system, work process, team, and individual performance.
2．Definition of
References: 1. Abdullah, H (2009) Definitions of HRD: Key Concepts from a National and International Context, European Journal of Social Sciences, Volume 10, Number 4 2. Abdullah, H (2006) Human development practices in manufacturing firms in Malaysia 3. Thomas, G (1997) Training, development, education and learning: different or the same? Journal of European Industrial Training: MCB University Press 4. Harbison, F; Myers CA (1964) Education, manpower and economic growth: Strategies of human resource development, New York: McGraw-Hill,1964 5. . Wilson, JP (1999) Human resource development, Learning and training for individuals and organizations. London 6. Nadler, L; Nadler, Z (1989) Developing Human Resources, San Francisco, California: Jossey-Bass Inc. 7. Martin, Mc; Mary, W (2000)Towards a Redefinition of Strategic HRD, Journal of European Industrial Training: MCB University Press 8. Ronald, S. (2006) Human Resource Development: today and tomorrow, Greenwich: Information Age Publishing Inc 9. Richard, S; David, A, The Purpose of Human Resource Development Is to Improve Organizational Performance 10. Richard, S; Elwood, H (2001) Foundations of Human Resource Development. San Francisco: Berret-Koehler Pblishers