Human Resource Development ≠ Human Resource Management: So What Is It?

• Published date: 01 June 2014
• DOI: http://doi.org/10.1002/hrdq.21188
• Date: 01 June 2014
• Author: Jon M. Werner

HUMAN RESOURCE DEVELOPMENT QUARTERLY, vol. 25, no. 2, Summer 2014 © Wiley Periodicals, Inc.

Published online in Wiley Online Library (wileyonlinelibrary.com) • DOI: 10.1002/hrdq.21188 127

EDITORIAL

Human Resource Development ≠

Human Resource Management:

So What Is It?

Jon M. Werner

This editorial describes the fi elds of human resource management (HRM)

and human resource development (HRD), including brief histories of both

areas. Distinctions between the fi elds are made, as well as overlap between

them. Ideas are presented concerning ways that manuscripts submitted to

this journal can be best positioned for successful outcomes. A framework

from Mankin (2001) is used to depict overlap between organizational

strategy and structure, organizational culture, HRM, and HRD. As these

topics converge in greater alignment, the need for and centrality of strong

HRD principles and practices should increase.

Key Words: human resource management, human resource development,

training, workplace learning, organizational strategy, evaluation

Yorks and Barto (2013) wrote that “HRD goes beyond learning per se incor-

porating or collaborating with traditional HRM practices and organizational

development” (p. 33). While the general public often makes little distinction

between human resource development (HRD) and human resource manage-

ment (HRM), many have attempted within academic circles to distinguish

these terms (e.g., Chalofsky, 2007; Hamlin & Stewart, 2011; Ruona & Gibson,

2004; Swanson & Holton, 2009). An uneasy tension often seems to exist

between the two fi elds. Both human resource development (HRD) and human

resource management (HRM) are multidisciplinary fi elds, bringing together

research and writing from disciplines such as economics, psychology, indus-

trial relations, management, education, and adult learning (Campbell, 1971;

Kaufman, 2002; McGuire & Jørgensen, 2011; Swanson & Holton, 2009;

Willis, 1996). The purpose of this editorial is threefold: (a) to briefl y describe

the fi elds of human resource development (HRD) and human resource man-

agement (HRM); (b) to clarify what sets them apart, as well as the overlap