SOME VERY SIMILAR BUT DIFFERENT SCOPE OF HUMAN RESOURCES WHICH PEOPLE USUALLY CONFUSE WITH

1. HUMAN
RESOURCE
Presentedby:
Reetika Sharma

2. HumanResource
Management
• HRM always remains the central to the organization as dynamic and efficient.
• Only efficient workers are capable and have inspirations of turning dreams into reality.
• It is obvious that an organization would try to obtain and make the best use of this
resource.

3. HumanResource
Development
• Originator was Leonard Nader in the year 1969.
• HRD is a specific area of HRM . It comprises of various mechanism that make sure that the
organization ‘s HR is skillful, knowledgeable, competent and posses the correct behavior and
attitude for the present as well as future performance.
• HRD is a series of organized activities conducted within a specified time and designed to produce
behavioural changes.
.

4. .
StrategicHRM
• Strategic Human Resource Management means formulating an extensive decision plan that gives direction
to the organization and helps the organisation to utilize its resources approximately.
• SHRM can be defined as the organizational system designed to achieve sustainable competitive advantage
through people.
• Strategic human resource management is a process that helps the human resources manager maximize the
potential of its workforce through strategic planning, talent management, leadership development,
organizational design, and performance management.

5. .
• Human resource planning is a strategy used by a companies to maintain a steady stream of skilled
employees while avoiding employee shortages or surpluses
• Good HRP strategy in workplace can mean productivity and profitability for a company.
• There are four general steps in the HRP process: identifying the current supply of employees,
determining the future of the workforce, balancing between labor supply and demand, and
developing plans that support the company's goals.
HumanResource Planning

6. .
• International Human Resource Management (IHRM) can be defined as a set of activities
targeting human resource management at the international level.
• IHRM is concerned with handling the human resources at Multinational Companies (MNCs).
• The global or international viewpoint of human resource management can be termed as international
HRM.
• IHRM comprises of typical HRM functions such as recruitment, selection, training and
development, performance appraisal and termination done at the international level and
additional exercises such as global skills management, expatriate management and so on.
International HRM