Your email address will not be published. Save my name, email, and website in this browser for the next time I comment. Functions of HRM. Personnel Management treats workers as tools or machines whereas Human Resource Management treats it as an important asset of the organization. Human Resource Management is the advanced version of Personnel Management.
In Personnel Management there is a piecemeal distribution of initiatives. However, integrated distribution of initiatives is there in Human Resource Management. In Personnel Management, the basis of job design is the division of work while, in the case of Human Resource Management, employees are divided into groups or teams for performing any task.
In PM, the negotiations are based on collective bargaining with the union leader. Conversely, in HRM, there is no need for collective bargaining as individual contracts exist with each employee. In PM, the pay is based on job evaluation. Unlike HRM, where the basis of pay is performance evaluation.
Personnel management primarily focuses on ordinary activities, such as employee hiring, remunerating, training, and harmony. On the contrary, human resource management focuses on treating employees as valued assets, which are to be valued, used and preserved. Comments It was very helpful for my assignment! This portal is very helpful both in my professional and academic purposes. Just in time and it satisfied my Want..
This site is so so resourceful. I really found it important and gave me an opportunity to review my prior understanding. This article helps me out to complete my assignment. Thanks a lot. I find it very interesting. The differences were very clear. Personnel management is aligned towards discipline, control and direction, while the orientation of human resource management is towards development , where space is given to the employees for performing and growing. Human resource management was developed as an extension of personnel management, with the objective of fulfilling the gaps present in the traditional approach.
It is very important for organizations to incorporate human resource management because there is very high competition in the present times, and it is imperative for every organization to give priority to employees and their needs. Companies today find it very difficult to retain hard-working and efficient employees because they are fully aware of their rights within the organization.
Hence, human resource management is vital as it makes sure that the rights and requirements of employees are taken into account and aligned with the objectives of the organization. Your email address will not be published. Save my name, email, and website in this browser for the next time I comment. Personnel management vs human resource management Posted by Terms compared staff Aug 22, Management. Definitions and explanation Personnel management The term personnel management is more traditional, and was used in the earlier times to signify the different activities related to the workforce, such as payroll, staffing, contractual duties and other administrative responsibilities.
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Previous Difference between standalone and consolidated financial statements. Next Management vs administration. About The Author. Terms compared staff. Leave a reply Cancel reply Your email address will not be published. Search for:. Recent Posts Opening stock vs closing stock Appraise vs apprise Assume vs presume Council vs counsel Consignment vs sale. Personnel management. Traditional approach of managing different employee-related activities within the organization. Modern approach focusing on the most efficient use of human resources.
Efficient management, where employees are considered as tools. Human needs, where employees are considered as organizational assets. Read time: 3 mins. Each department approaches employee engagement with methodologies that have varying strengths and weaknesses.
Human resource management and personnel management may share similar responsibilities, but the ways in which they operate differ. Each method has merit and can function effectively, depending on the people management requirements within an organisation. Personnel management tends to follow a rule-based system, offering standard benefits and training, and rewarding employees annually provided that their performance is satisfactory.
It approaches problems reactively, preferring to stick to a professional guideline. Human resource management chooses to honour their employees with attractive benefits options and thorough onboarding, providing perks such as flexible schedules and company culture.
It thrives on proactivity: any circumstance that could result in a dispute is prevented through proper training, communication and management. Both the human resource management team and the personnel management team are responsible for hiring new employees from either within the company, or externally. Depending on the department, this may include posting the job vacancy for all employees to see, asking managers to nominate high-performing individuals, selecting individuals from a knowledge, skills and abilities KSA database, or making use of succession planning, in which employees are prepped for promotional roles.
Once an employee has been hired, both the human resource management team and the personnel management team are expected to introduce the employee to the company.
This would typically involve registering their pay with the tax office, social security office and applicable insurance company. The human management team and the personnel management team are responsible for handling any conflicting situations that may arise in the office. Creating the right benefits for employees is a crucial step in ensuring their satisfaction in the company. Human resource management and personnel management ensures that employees are set up with the right compensation and benefits.
The two management teams are often responsible for administering and running payroll , and calculating and paying any applicable bonuses. Benefit schemes, usually in the form of private medical insurance and pensions, are administered by both the human resource and the personnel management team. Hiring within personnel management usually involves hiring across a variety of organisations. This can be done by either a group of people, or one person. The key objective of the orientation process for the personnel management team is to review and sign required paperwork with the employee upon them joining an organisation.
This paperwork follows a traditional framework and includes an employee handbook that documents all intended employment policies and procedures.
Alternatively, the human resource management team takes a more nurturing approach to employee orientation.
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