hi everybody!!!!!!!!!! i want to know is there any difference between personnel management and human resource management ? THANKS BANDNA RANI
From India, Jaipur
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5From India, Jaipur
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Kindly find attached as requested, I found this from CiteHr itself :) Thank you,
From Kuwait, Hawalli
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From Kuwait, Hawalli
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Dear Rani, Please find the attached pdf about difference between HRM & PM. Hope it will clarify your doubts...
From India, Bangalore
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From India, Bangalore
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If you want to say it concisely, HR formulates most of the strategies, and project management implements them. Both go hand in hand. In today's scenario, there isn't much difference between HR and PM. They are generally referred to as HR strategic and operational part (PM).
From India, Mumbai
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From India, Mumbai
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Hi,
There are five differences that can be debated between personnel management and human resources management, which are:
1. Nature of relations: Personnel management does not share vision and mission between BOM and staff, but human resource management must share.
2. Leadership and management role: Personnel management is centralized where the top management has full authority and makes decisions, but HRM is shared with top management and middle managers.
3. Contract of employment: In personnel management, employees' contracts of employment are clearly written, and employees must strictly observe the agreed employment contract. However, in human resource management, employees' contracts of employment are clearly written, and employees must observe strictly the agreed employment contract.
4. Pay policies and job designs: Personnel management is merely based on skills and knowledge, but HRM encourages continuous job performance and improvement (Kaizen) and pays for functional duties.
5. Communication and negotiation: Personnel management restricts communication between line managers, employees, and top management, but HRM allows employees direct communication with management.
Cheers,
Tony
From Vietnam, Ho Chi Minh City
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There are five differences that can be debated between personnel management and human resources management, which are:
1. Nature of relations: Personnel management does not share vision and mission between BOM and staff, but human resource management must share.
2. Leadership and management role: Personnel management is centralized where the top management has full authority and makes decisions, but HRM is shared with top management and middle managers.
3. Contract of employment: In personnel management, employees' contracts of employment are clearly written, and employees must strictly observe the agreed employment contract. However, in human resource management, employees' contracts of employment are clearly written, and employees must observe strictly the agreed employment contract.
4. Pay policies and job designs: Personnel management is merely based on skills and knowledge, but HRM encourages continuous job performance and improvement (Kaizen) and pays for functional duties.
5. Communication and negotiation: Personnel management restricts communication between line managers, employees, and top management, but HRM allows employees direct communication with management.
Cheers,
Tony
From Vietnam, Ho Chi Minh City
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Dear All,
The same question was asked by someone in the same forum earlier. Probably CiteHR can trace such questions when it is raised again and link the topic, displaying those conversations, which would be better. Probably some kind of "programming link" may be necessary.
Anyway, I will explain to you the difference between PM and HRM once again.
Personnel Management can be compared with the "Maintenance Department," and HRM can be compared with the "Production Department."
The Maintenance department normally performs routine breakdown maintenance, keeping the machines in working condition, overhauling, preventive maintenance, zero breakdown maintenance, and such activities. These are the regular tasks they typically carry out. Similarly, the Personnel Department's responsibilities include regular payroll processing, submission of monthly or periodical returns, license renewals, daily attendance monitoring, housekeeping, etc.
The Production Department is responsible for converting raw materials into finished products. The flow chart would be:
Raw Materials ==> process ==> output.
The raw materials enter one side of operations, where tasks like center punching, lathing, thread cutting, surface grinding, internal grinding, broaching, drilling, assembling, crack checking, quality checking are performed, and the finished products are then sent to the storeroom for stacking and future use.
Similarly, the Human Resource Department's raw material is the employee. The HRD Department hires employees, provides basic orientation programs, imparts knowledge about the company, teaches technical and other job-related aspects, conducts performance reviews, revises salaries, awards/rewards employees, provides training and retraining, engages in career and succession planning, and ultimately develops employees to take on roles and higher responsibilities as desired by the company.
The Personnel Department focuses more on maintenance, whereas HRD is focused on productivity and development. This is why the HRD Department is known as the Human Resource Development Department. (Please also note that the Personnel Department is part of the HRD Department).
I hope this clarifies your doubts.
Balaji
From India, Madras
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The same question was asked by someone in the same forum earlier. Probably CiteHR can trace such questions when it is raised again and link the topic, displaying those conversations, which would be better. Probably some kind of "programming link" may be necessary.
Anyway, I will explain to you the difference between PM and HRM once again.
Personnel Management can be compared with the "Maintenance Department," and HRM can be compared with the "Production Department."
The Maintenance department normally performs routine breakdown maintenance, keeping the machines in working condition, overhauling, preventive maintenance, zero breakdown maintenance, and such activities. These are the regular tasks they typically carry out. Similarly, the Personnel Department's responsibilities include regular payroll processing, submission of monthly or periodical returns, license renewals, daily attendance monitoring, housekeeping, etc.
The Production Department is responsible for converting raw materials into finished products. The flow chart would be:
Raw Materials ==> process ==> output.
The raw materials enter one side of operations, where tasks like center punching, lathing, thread cutting, surface grinding, internal grinding, broaching, drilling, assembling, crack checking, quality checking are performed, and the finished products are then sent to the storeroom for stacking and future use.
Similarly, the Human Resource Department's raw material is the employee. The HRD Department hires employees, provides basic orientation programs, imparts knowledge about the company, teaches technical and other job-related aspects, conducts performance reviews, revises salaries, awards/rewards employees, provides training and retraining, engages in career and succession planning, and ultimately develops employees to take on roles and higher responsibilities as desired by the company.
The Personnel Department focuses more on maintenance, whereas HRD is focused on productivity and development. This is why the HRD Department is known as the Human Resource Development Department. (Please also note that the Personnel Department is part of the HRD Department).
I hope this clarifies your doubts.
Balaji
From India, Madras
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Dear Swati,
Administration involves more of staffing, organizing, and coordinating. It pertains to support services and is often routine in nature. Most of the tasks are dealt with as they arise, whether planned or unplanned. It primarily entails handling day-to-day activities.
On the other hand, management focuses on planning and controlling. This includes financial control, diversification, new project/product development, and more. Core activities of management encompass budgeting, planning, strategy development, marketing, competitor analysis, among others. Management extends beyond administration and encompasses decision-making, problem-solving, and business development.
In essence, administration runs the show, while management controls the show.
Balaji
From India, Madras
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Administration involves more of staffing, organizing, and coordinating. It pertains to support services and is often routine in nature. Most of the tasks are dealt with as they arise, whether planned or unplanned. It primarily entails handling day-to-day activities.
On the other hand, management focuses on planning and controlling. This includes financial control, diversification, new project/product development, and more. Core activities of management encompass budgeting, planning, strategy development, marketing, competitor analysis, among others. Management extends beyond administration and encompasses decision-making, problem-solving, and business development.
In essence, administration runs the show, while management controls the show.
Balaji
From India, Madras
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The Personal Department is related to personal needs and day-to-day activities related to employees, such as attendance, leave, salary, PF, etc., which are directly related to the employee.
On the other hand, HRD focuses on maintaining the organization for long-term employee relations through activities like policy-making, training, orientation, employee relations, CSR, etc.
From India, Bhopal
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On the other hand, HRD focuses on maintaining the organization for long-term employee relations through activities like policy-making, training, orientation, employee relations, CSR, etc.
From India, Bhopal
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