An HRM HRD metaphor

While I often consider the human resource management field as a pie (see the diagram below from Workhuman, 2022), I also consider it as a continuum. 

Down at one end are all the task-oriented functions, like data collection, payroll, tax, insurance, parking, PPE, and leave. I tend to think of this being the 'cool' end. Pretty much everyone in an organisation deals with output from the cool end all the time. The output is consistent across the group, there are rules, leaving little room for manoeuvring, or individualisation. 

At the other end of the continuum we find the relational human resource development (HRD) functions: such as culture, training and development, and organisational development. I think of this as the 'warm' end; the people end, the human end - the heart end. At the warmest part of the warm end we find career development (CD). It is here that the organisation has a dyad relationship with each individual within the organisation (Ulh-Bein, 2006). We get personal development plans, career mapping within the organisation, and see the humanistic Rogerian (1942) theories of client-centred practice embodied. 

The HRM pie is as follows:

But we can see that by unrolling the sphere, we could easily run from HRIS at the cold end, through HRM in the middle, to HRD at the warm end. Just like the diagram accompanying this post :-D

That enables us to think differently about the HRM functions covered inside organisations, and who is at the centre of each service. As career development people, our training encourages us to put the individual at the centre of our practice. It is not about the organisational need, but about determining the individual's need. And in general, if we take a client-centred approach (Rogers, 1942), the organisational need gets met on the way.

Sam

References:

Rogers, C. R. (1942). Counseling and psychotherapy: newer concepts in practice. Houghton Mifflin.

WorkHuman. (2022, December 12). What is Human Resource Development (HRD)? 2023 Complete Guide. https://www.workhuman.com/blog/human-resource-development-hrd/#what8 as modified by myself

Uhl-Bien, M. (2006). Relational Leadership Theory: Exploring the social processes of leadership and organizing. The Leadership Quarterly, 17, 654-676. https://doi.org/10.1016/j.leaqua.2006.10.007