HRM & HRD: Examining Roles, Differences in L&D at Marks & Spencer

This report reflects on the roles and contributions of Human Resource Management (HRM) and Human Resource Development (HRD) within the context of Learning and Development (L&D) at Marks & Spencer. It highlights HRM's role in fostering effective management and organizational growth through employee management, including mentoring and peer-to-peer learning. HRD is presented as a crucial department supervising training and development, focusing on organizational and individual productivity. The report identifies differences between HRM and HRD, noting HRM's focus on employee efficiency and HRD's emphasis on building a positive organizational climate and nurturing employee capabilities. Overlapping areas include a shared goal of enhancing productivity and employee supervision, both contributing to the company's growth and success. The report concludes that L&D is vital for maintaining professionalism, with HRM enhancing employee performance and HRD providing supervision and training.

Part 2: Personal
Reflection

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Roles of HRM in L&D................................................................................................................3
Roles of HRD in context to L&D..............................................................................................4
Differences and the overlapping of roles of HRD and HRM......................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Learning and development is an important aspect which helps in aligning the business
activities. These are mostly being seen in organisation as they try to provide L&D to their
employees so as manage the effectiveness and also to implement the training sessions in order to
boost the confidence of the employees. It frames the skills and the development of the individual
by analysing the requirements and making the training s being govern to them. The organisation
chosen in this report is Marks and Spencer which is a well known multinational brand deals with
clothing and other house hold essentials(Choudhury and Pattnaik,2020). This reflective report
will cover the roles and contribution of HRM and HRD in context to L&D. further it will also
provide the difference and the overlapping of their roles.
TASK
Learning and Development is an methods which helps out in managing and encouraging
all the business activities as in context to the employees involve in organisation (Cooke, 2020).
This considers training programs, evaluating and analysing all the skills and working. I
personally realised as being the employee in the M&S that L&D helps in delivering the plan and
also executing all the organisational methods it also frames the culture and the learning strategies
through which programs are designed and the motivation, quality and support can be given to the
company.
Roles of HRM in L&D
HRM is the principles used for the management which promotes the effective functions
and the organisational growth by managing the employees in proper manner (Martínez-Jiménez
and Ruiz-Jiménez, 2020). I feel that HRM has an important role in the growth and the
development of the company and the major role it executes as in context to L&D are like: Turning managers to Mentors- I had observed that the organisation focus on hiring the
efficient manager who can thereby take all the responsibility and can also mentor the
employees who are being working under them. Their major role is to frame the work and
also to make their employees ready for all the new strategies and competition. I analysed
that the managers in my company use to effectively manage by being the mentor and also

carry out process through which the appraisals, recruitment, performance can be
evaluated.
 Peer to Peer learning- I also viewed that the HRM department manages all the
employees to be trained by one another. As they encourage the peer learning and this
diversified the multi-skilled working experience and also increase the knowledge of
employees. I also got an opportunity in which my colleagues use to help in different
working areas so as to make it easy and simple. This boost my confidence as I am not
scared to ask any questions with them.
Roles of HRD in context to L&D
HRD is a prime department which helps in supervising the training and development to
all the employees who are working in the company(Kerrigan and McInnes, 2020).Human
resources development complies to be an effective and efficient activity which helps in
developing the productivity, work based knowledge in employees and different culture and
organisational values. In M&S I had seen that their HRD departments covers all the major roles
through which the effective working and training is given to us and the employees in the
company. The important roles of HRD in L&D is as follow: Organisational and Individual productivity- I observed that ll the HRD implies to frame
the role in which they try to manage and increase the production of the company by
giving the proper training and supervision to the employees and I also noticed that this
made the company to closely observe and analyse all the issues and work.'
 Supervising HRM Managers- I also analysed that managers can their by being
supervised by the HRD departments as it helped to make the evaluation and growth of the
company. I feel that this will make them to manage the work and the employees in proper
manner. HRD as by supervising try to focus on giving the proper training to their
employees.
Differences and the overlapping of roles of HRD and HRM
I observed that the major difference between the HRD and HRM is that HRM focus on
increasing the efficiency of all the employees who are being working in the company. They try
to manage and uplift the growth and the working nature of the organisation. Whereas, I found
that HRD implements the building of the proper climate of the company in order to manage the
organisational climate and also to utilize, nurture and discover all the capabilities which are in

the employees. I found that they manage the training and development for the individuals and
their work.
The overlapping structure I can see is that both focus on giving the company more
production and efficient employees. I also realised that they try to manage and supervise the
employees in the company by attaining the productivity and enhancement. I feel that they both
play an important role in managing the company and its future growth.
CONCLUSION
It is concluded from the above report that Learning and development helps to manage the
professionalism in the company. HRM is the managing done by the managers to enhance the
performance of the employees, whereas, the HRD provides a supervision to al the HR
departments and also provide training sessions to all.

REFERENCES
Books and Journals
Choudhury, S. and Pattnaik, S., 2020. Emerging themes in e-learning: A review from the
stakeholders' perspective. Computers & Education, 144, p.103657.
Cooke, P., 2020. Keeping to the high road: learning, reflexivity and associative governance in
regional economic development. In The rise of the rustbelt (pp. 231-245). Routledge.
Kerrigan, S.A. and McInnes, I.B., 2020. Reflections on ‘older’drugs: learning new lessons in
rheumatology. Nature Reviews Rheumatology, 16(3), pp.179-183.
Martínez-Jiménez, R. and Ruiz-Jiménez, M.C., 2020. Improving students’ satisfaction and
learning performance using flipped classroom. The International Journal of
Management Education, 18(3), p.100422.
Zendler, A. and Greiner, H., 2020. The effect of two instructional methods on learning outcome
in chemistry education: The experiment method and computer simulation. Education
for Chemical Engineers, 30, pp.9-19.