Human Resource Development and Management

Human Resource Development and Management (HRDM) is a strategic approach within Human Resources that integrates the traditional functions of managing people with a forward-looking focus on employee growth and organizational effectiveness. This field encompasses not only the core administrative tasks of recruitment, compensation, performance appraisal, and employee relations, but also emphasizes the continuous development of the workforce through training, career planning, coaching, and succession planning. The ultimate goal of HRDM is to cultivate a skilled, motivated, and adaptable workforce, aligning individual capabilities and potential with the organization's long-term strategic objectives to foster a sustainable competitive advantage.

1. Foundations of Human Resource Development and Management
   1. Introduction to HRDM
      1. Definitions and Scope of HRM
      2. Definitions and Scope of HRD
      3. Distinctions Between HRM and HRD
      4. Interrelationship Between HRM and HRD
      5. HRDM as a Business Function
      6. HRDM Stakeholders
   2. Core Functions of HRM
      1. Workforce Planning
      2. Recruitment and Selection
      3. Compensation and Benefits
      4. Performance Management
      5. Employee Relations
      6. Compliance and Legal Issues
      7. HR Information Systems
   3. Core Functions of HRD
      1. Training and Development
      2. Career Development
      3. Organizational Development
      4. Leadership Development
      5. Knowledge Management
      6. Talent Management
   4. Evolution of HRDM
      1. Early Approaches to Personnel Management
      2. Scientific Management Era
      3. Human Relations Movement
      4. Transition to Human Resource Management
      5. Emergence of Human Resource Development
      6. Strategic HRDM Era
      7. Contemporary HRDM Trends
      8. Key Historical Milestones
      9. Influential Theorists and Practitioners
   5. Strategic Role of HRDM
      1. HRDM and Organizational Strategy
      2. Aligning HR Practices with Business Objectives
      3. HRDM as a Source of Competitive Advantage
      4. HR Business Partner Model
      5. Strategic Workforce Planning
      6. Value Creation Through HRDM
   6. HRDM Environment
      1. Internal Environmental Factors
         1. Organizational Culture
         2. Organizational Climate
         3. Organizational Structure
         4. Technology and Information Systems
         5. Leadership and Management Style
         6. Resource Availability
      2. External Environmental Factors
         1. Economic Conditions and Trends
         2. Labor Market Dynamics
         3. Globalization and Internationalization
         4. Legal and Regulatory Environment
         5. Social and Demographic Trends
         6. Technological Advancements
         7. Political Factors
         8. Industry-Specific Factors