WHAT IS THE DIFFERENCE BETWEEN HUMAN RESOURSE MANAGEMENT AND PERSONNEL MANAGEMENT. :?
From India, Pune
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From India, Pune
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Dear,
PM: was more towards the employee welfare. HRM: aligning the individual goals to the organizational goals, in such a way that when the individual works to achieve personal goals, organizational goals are achieved in the long run.
For example, a faculty member at an academic institute enrolls for a Ph.D. As an individual, she earns her doctorate, and the organization gains a professor.
I am also forwarding you a detailed note on PM vs. HRM (someone had presented it here a few days ago).
Regards, Deepali Raheja.
From India, Pune
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2PM: was more towards the employee welfare. HRM: aligning the individual goals to the organizational goals, in such a way that when the individual works to achieve personal goals, organizational goals are achieved in the long run.
For example, a faculty member at an academic institute enrolls for a Ph.D. As an individual, she earns her doctorate, and the organization gains a professor.
I am also forwarding you a detailed note on PM vs. HRM (someone had presented it here a few days ago).
Regards, Deepali Raheja.
From India, Pune
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Hi,
Articles are available on citehr. You can go to the articles column and learn about the differences between PM and HRM. However, there is no actual difference between HR and PM. It can be likened to the concept of "old wine in a new bottle", where the old name PM is now referred to as HR.
Regards,
L.C. Pal
From India, Delhi
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Articles are available on citehr. You can go to the articles column and learn about the differences between PM and HRM. However, there is no actual difference between HR and PM. It can be likened to the concept of "old wine in a new bottle", where the old name PM is now referred to as HR.
Regards,
L.C. Pal
From India, Delhi
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Hi,
The concept of HRM was the latest concept. The concept of PM is the older version. In PM, they don't have a separate department for HR, and they thought that only compensation and incentives are the major components of motivation. In other words, they thought that only monetary rewards motivate the employee. They don't consider employees as a resource.
In HRM, they consider that employees are the major assets of a company. They believe that only monetary benefits don't fulfill the needs and wants of them. They give much importance to the welfare of the employees. In simple terms, they consider employees and the company are not different, and they are the major assets for the company. They even use the term human capital to denote the workforce.
I hope this helps clarify the differences between HRM and PM. Let me know if you have any questions.
From India, New Delhi
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The concept of HRM was the latest concept. The concept of PM is the older version. In PM, they don't have a separate department for HR, and they thought that only compensation and incentives are the major components of motivation. In other words, they thought that only monetary rewards motivate the employee. They don't consider employees as a resource.
In HRM, they consider that employees are the major assets of a company. They believe that only monetary benefits don't fulfill the needs and wants of them. They give much importance to the welfare of the employees. In simple terms, they consider employees and the company are not different, and they are the major assets for the company. They even use the term human capital to denote the workforce.
I hope this helps clarify the differences between HRM and PM. Let me know if you have any questions.
From India, New Delhi
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Dear Madam, The file you attached, the difference between HRM & PM downloaded is not opening. Will you attach it once more. Yours truly praviienkumar p MBA Student Kochi.
From India, New Delhi
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From India, New Delhi
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Personnel Management - Personnel Management is thus basically an administrative record-keeping function at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment while, at the same time, efficiently managing personnel activities for individual departments, etc. 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.
Human Resource Development - Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensure that the culture, values, and structure of the organization, and the quality, motivation, and commitment of its members contribute fully to the achievement of its goals.
Thanks,
Gaurab
From India, Ranchi
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Human Resource Development - Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensure that the culture, values, and structure of the organization, and the quality, motivation, and commitment of its members contribute fully to the achievement of its goals.
Thanks,
Gaurab
From India, Ranchi
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HRM-Human Resource Management.pdf
01 Vangonotes HRM - Intro to Human Resource Management.zip
Human Resource Management.ppt