Why People Development (Training & Development) Fits into Human Resources Management

• Definition and History: Human Resource Management (HRM) involves formal systems designed to manage people and organizations. It originated around 1900 and evolved from clerical operations focused on payroll and compliance to strategic roles influencing organizational outcomes.

• Roles in Organizations: HRM plays three main roles—strategic (linking HR strategy with organizational mission), operational/employee advocate (managing HR activities and balancing employee-employer issues), and administrative (clerical tasks, legal compliance, and policy implementation).

• Pinwheel Model: The HRM model centers on eight key functional areas: HR strategy and planning, compliance, talent management, training and development, performance management, total rewards, employee safety and health, and employee and labor relations.

• Functional Areas and Activities:

  • HR strategy and planning: Analysis, planning, metrics, technology
  • Compliance: EEO, employment laws and regulations
  • Talent management: Recruitment, selection, onboarding
  • Training and development: Training, career planning
  • Performance management: Appraisal, improvement
  • Total rewards: Compensation, benefits
  • Employee safety and health: Safety, security, workers' comp
  • Employee and labor relations: Policy, investigations, labor relations

• Evolution and Importance: HRM has transitioned from administrative tasks to strategic roles that add value to organizations by focusing on people management, influencing key outcomes, and aligning HR activities with organizational goals.

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