a good question indeed. psychological studies are vast field. it might cover all aspects of human behavior either in organization, society, family, patients etc. but human resource management is particularly focused on human at work in organization. this field covers a different perspective of human at work like "recruitment of human resource" how to motivate human resource, how to plan work for the human resource, how to develop and train human resource to increase the productivity and efficiency of human resource. evaluating the performance of people at work and how to manage the conflicts among the workforce, stress management and many more related to "people at work".

HUM can take theories of psychology to alter , motivate and manage the behavior and finding solutions for the work force at firms. 

It is indeed a good question. Organizational behavior, HRM, and IO Psychology are closely related fields of study, yet also quite different. When I was designing an introduction course on HRM & OB a few years ago, I was surprised to find that there are basically NO existing text book that cover both OB and HRM, so I had to create a custom edition text book. This goes to show that although the links between the fields are very obvious, they do have a different foundation.

To me, the main difference would be that OB/Psychology is mostly focused on the micro-level, aiming to explain individual attitudes, motivations, behaviors, etc. It is about finding out wat drives people in their work and what the consequences might be of their behavior. So essentially, it is really about understanding human behavior.

HRM is not so much about understanding human behavior but more about understanding how human behavior can be mobilized to contribute to firm performance. Ultimately, the aim of HRM is to contribute to organizational goals through the available human capital. So HRM is also closely related to strategic processes and "hard" organizational outcomes.

As an example, OB/IO Psychology would be interested in finding out what mechanisms in an intervention/training might contribute to enhanced performance and employability, whereas an HRM perspective would primarily be focused on how such an intervention might contribute to organizational goals.

I should note that this difference is less clear than it sounds. In the last few years, we have increasingly seen a merge between these fields, evidenced by HRM being more often integrated in OB topics and also by typical OB topics emerging in HRM journals. So although they area different discplines with a different primary focus, they are closely linked in terms of content and perspective.

 The relationship between the sychological studies and HRM researches is interrelated because the sycological studies concerns with the employee's personal characteristics while the HRM researches dail with the behavior of employees. So I believe that sychology represents the foundation upon which the HRM researches based in. 

Furthermore the HRM also concerns with how to manages the employees toward orgnazation performance this includes the process of selection, recruitment, reward, motivation and etc.. 

very simple distinct between HRM and psychology. there are some psychological studies which are related to some aspects of HRM like burnout, conflicts, satisfaction at work, work redesign, social and psychological factors (JOB STRAIN MODEL). so there are several concepts issued from psychology and social psychology. however, HRM may be is concerned with human being when is in workplace or a related setting like labor market for instance. so we have to distinguish between the two fields even if there are some interference or inter-sectional zone.

good luck.   

Dear Anshul.

While psychological studies on employees are devoted mostly to their feelings, attitudes and beliefs and, in a smaller extent, their resulting actions (workplace conflicts, decision to leave), HRM studies deal with the settings of human resources extraction, utilization and disposal (recruitment, selection, job design, payment conditions and additional benefits, promotion, employee development, separation). HRM studies thereby embrace  studies on employees, their supervisors, HR policies of companies/organizations, legal setting for employment contracts and conditions, peculiarities of job markets and much more.

Igor Gurkov

Heartiest Thanks to all the esteemed researchers who have taken out time to respond to the query, your responses have enabled great clarity and equipped my research better.

Thank you again.