Employee relations are another key responsibility. Hr function often delivers a major solution with perfect end. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture. Personnel management is an administrative function which exists in an organization to ensure right personnel at right organizational activity. Third Phase: Human Resources - Early 1990's till present. The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i.
Ultimately, this saves money and increases productivity. From the last two decades, as the development of technology has taken place and the humans are replaced by machines. Job design Jobs are designed on the basis of division of labor. You may be scratching your head at this point and asking yourself just what the heck the difference is between personnel management and human resource management? What is the difference between Human Resource Management and Personnel Management? It is popularly known as Traditional Personnel Management. It is the foremost solitary body responsible for carrying the organizational processes in business environments. These policies are often in the form of employee manuals, which all employees have. Although a distinct human resource department carries out much of the human resource management tasks, human resource initiatives involve the line management and operations staff heavily.
The main difference between Personnel Management and Human Resource Management lies in their scope and orientation. Contract Careful delineation of written contracts Aim to go beyond contract 2. Tasks consisted of filling out forms and checking off boxes. Priya is a master in business administration with majors in marketing and finance. In short, the efficiency and success of any administrative system depends upon the cooperation of the human resources. Human resource management assumes people as an important and valuable resource for achieving desired output. The value is based on the ability to perform the task and duties as per the employment contract requirement only.
The responsibility for training, rewarding, disciplining and terminating workers falls to department managers. Other commentators note that there are important qualitative differences between personnel management and human resource management. Personnel management is regarded to be more administrative in nature. Nevertheless, there are many researches that prove the differences between the two. Whether at a personal level or at an organizational level, management is something which is highly needed and extremely crucial.
So, in this article, we are going to throw light on the meaning and differences between Personnel Management and Human Resource Management. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. Focusing on the human side of your business can create a stronger company with higher morale and lower turnover. Key relations Labour management Customer 9. Personnel management is an administrative function of an organization that exists to provide the personnel needed for organizational activities and to manage the general employee-employer relationship. Organizational goal is achieved and both employers and employees are satisfied.
Human resource management is a strategic function. Human resource management, on the other hand, remains integrated with the organization's core strategy and functions. The human resource management approach remains impatient with rules and regulations. It is most likely used by many firms for managing their assets and development. Helen also makes sure that the company maintains a safe and healthy work environment. This is crucial because if your goals are vague, your efforts can go haywire and the whole idea can turn out to be a waste. Unlike Human Resource Development, that focus on the development of the entire organisation.
Helen ensures that the company is appropriately staffed, which includes job analysis, planning, recruiting and selection. This article looks at the differences in usage and scope of functions as well as the underlying theory behind these nomenclatures. Prized management skills Key levers Negotiation Facilitation 17. Let's take a quick look at what Helen and other people in human resource management do. Can only be driven under some special case of organization performance. Some experts assert that there is no difference between and management. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
Training and development Controlled access to courses Learning companies 27. It is the sub-system of the whole management system in an organization. Helen and her fellow resource managers also develop training and education programs to keep employees up-to-date on the skills and knowledge they need. It is undisputed fact that personal management is the foundation for the evolution of human resource management. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success. Conflict Institutionalized De-emphasized Strategic aspects 8.
Human values and individual needs are given priority. As employees working for group are considered as significant asset of organization many efforts. Professor John Storey brilliantly portrayed these differences in 27 areas of people management in 1992 in his book titled Developments in the Management of Human Resources. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators. One of the obvious similarities between them is that, they both share the same field of activity and have the same objective of 'managing the employees'. In human resource management, decisions are made collectively after considering employee's participation, authority, decentralization, competitive environment etc. Treat manpower of the organization as valued assets, to be valued, used and preserved.
Contract Careful delineation of written contracts Aim to go beyond contract 2. Process Routine Ongoing Dependency Independent It is a subsystem. Significant difference exists between personnel management and human resource management in terms of scope, approach, and application. Communication Communication is limited, or even restricted. Training and development Controlled access to courses Learning companies 27. When a difference between the two is recognized, human resources is usually described as being broader in scope.