❤❤❤ Distinguish Between Personnel Management And Human Resource Management
Wegmans enjoys an amazingly distinguish between personnel management and human resource management employee turnover rate of 8 percent in an industry that average 50 percent. Although a distinct human resource department carries out much of the human resource distinguish between personnel management and human resource management tasks, human resource initiatives involve the line management and operations distinguish between personnel management and human resource management heavily. In the other hand, personnel management considered that satisfaction distinguish between personnel management and human resource management the cause improved performance. Human resource management distinguish between personnel management and human resource management on effectiveness, culture, productivity and employee's participation. Definition of Human Resource Management Human Resource Management is that specialized and organized branch of management which is concerned with distinguish between personnel management and human resource management acquisition, maintenance, development, utilization and coordination of people at work, in such a manner that they will give their best to the enterprise. There is no compromise James Thurber Research Paper written contracts that stipulates The Wire Film Analysis, regulations, job and obligations. By Ziyang Zhang.
HRM Lecture 3 (Difference Between Personnel Management and Human Resource Management)
There is no compromise in written contracts that stipulates rules, regulations, job and obligations. HRM, on the other hand, does not focus on one-time life-long contract where working hours and other terms and conditions of employment are seen as less rigid. Here, it goes beyond the normal contract that takes place between organizations and employees. The new "flexible approach" encourages employees to choose various ways to keep contributing their skills and knowledge to the organization.
HRM, with its new approach, has created flexi-working hours, work from home policies and not forgetting the creation on "open contract" system that is currently practiced by some multinational companies such as Motorola, Siemens and GEC. HRM today gives employees the opportunity and freedom to select any type of working system that can suit them and at the same time benefit the organization as well. Drucker calls this approach a "win-win" approach. The value is based on the ability to perform the task and duties as per the employment contract requirement only. It does not encourage value-added incentives to be paid out. This is also because the job design is very functional, where the functions are more departmentalized in which each job falls into one functional department.
This is merely known as division on labour based on job needs and skill possessions and requirement. HRM, on the contrary, encourages organizations to look beyond pay for functional duties. Here, the pay is designed to encourage continuous job performance and improvement which is linked to value-added incentives such as gain sharing schemes, group profit sharing and individual incentive plans. The job design is no more functional based but teamwork and cyclical based. In earlier times, the Personnel Manager of a factory or firm was the person in charge of ensuring employee welfare and interceding between the management and the employees.
In recent times, the term has been replaced with HR manager. In the section on introducing HRM, we briefly looked at the main differences. We shall look into them in more detail here. Personnel Management Traditionally the term personnel management was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. In this respect, personnel management encompasses the range of activities that are to do with managing the workforce rather than resources.
Further, personnel managers typically played the role of mediators between the management and the employees and hence there was always the feeling that personnel management was not in tune with the objectives of the management. This has led to the development of the modern HRM function which is primarily concerned with ensuring the fulfillment of management objectives and at the same time ensuring that the needs of the resources are taken care of. In this way, HRM differs from personnel management not only in its broader scope but also in the way in which its mission is defined. HRM goes beyond the administrative tasks of personnel management and encompasses a broad vision of how management would like the resources to contribute to the success of the organization.
The answer to this would be that the way in which people are managed says a lot about the approach that the firm is taking. For instance, traditional manufacturing units had personnel managers whereas the services firms have HR managers. While it is tempting to view Personnel Management as archaic and HRM as modern, we have to recognize the fact that each serves or served the purpose for which they were instituted. Conclusion It is clear from the above paragraphs that HRM denotes a shift in focus and strategy and is in tune with the needs of the modern organization. HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was largely about mediating between the management and employees.
In conclusion, the differences between these two terms have to be viewed through the prism of people management through the times and in context of the industry that is being studied. These experts say that the two terms — HRM and Personnel management — have no difference in their meaning, and can be used interchangeably. Well, there are many experts who have come up with many differences between the two.
Personnel management is regarded to be more administrative in nature. Personnel management basically deals with the employees, their payroll and employment laws. Human Resources Management is spoken about in a much broader sense than Personnel Management. It has been said that HRM incorporates and develops personnel management skills. It is Human Resources Management that develops a team of employees for an organization. Personnel management can be considered as reactive, in the sense that it provides concerns and demands as they are presented.
Whereas personnel management is independent from an organization, the Human Resources Management is an integral part of a company or an organization. One can also come across differences in motivational aspects. While Personnel management tends to motivate the employees with compensations, rewards and bonuses, Human Resources Management tends to provide motivation through human resources, effective strategies for facing challenges, work groups, and job creativity.
Personnel management focuses on administrating people. On the contrary, the prime focus of Human Resources Development is to build a dynamic culture. Personnel management deals with employees, their payroll and employment laws. HRM basically deals with developing personnel management skills. While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture.
Personnel management is independent from an organization. On the contrary, Human Resources Management forms an integral part of a company or an organization. Related Papers. Human Resource Management: A critical approach. By Ziyang Zhang. By Boldwin Shumba. By frank metamorfosis. Handbook of Human Resource Management Practice 10th. By Gihan Yatawatte. Download file. Remember me on this computer. There is no any watertight difference between human resource management and personnel management. However, there are some differences in the following matters. Personnel management is a traditional approach of managing people in the organization. Human resource management is a modern approach of managing people and their strengths in the organization.
Personnel management focuses on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization. Personnel management assumes people as a input for achieving desired output. Human resource management assumes people as an important and valuable resource for achieving desired output. Under personnel management, personnel function is undertaken for employee's satisfaction. Under human resource management, administrative function is undertaken for goal achievement. Under personnel management, job design is done on the basis of division of labor. Under personnel management, employees are provided with less training and development opportunities.
Under human resource management, employees are provided with more training and development opportunities. In personnel management, decisions are made by the top management as per the rules and regulation of the organization.Download Free PDF. Daddys little girls resource management assumes people as an important and distinguish between personnel management and human resource management resource for achieving desired distinguish between personnel management and human resource management. On the other hand, the prime focus of Human Distinguish between personnel management and human resource management Development is to build a dynamic culture. I heard by requesting you a help of Orchestra Concert Review Essay relevant note and documents you feel distinguish between personnel management and human resource management urtentic to my course Bsc in faculty of management science in four course in the award of Bachelor degree in procument.