Hi everybody .. I would like to know the difference between PM and HRM :)
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi, plz read DR. ASWATHAPPA’S HRM TEXTBOOK. He has given excellent explaination on it. Regards, Amruta
From India, Pune
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2From India, Pune
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You can also look into Mamoria. This is a standard Indian HR management textbook. You will find all the basic inofrmaiton that you my need. Regards Sonali
From India, Thana
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From India, Thana
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i guess the best book for this topic is Ashwathapa.. its content is very good.. on this topic... was really very helpful to me.. when i had gone through this topic... Regards, NEHA AGARWAL
From India, Pune
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From India, Pune
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Dear friend,
The difference between PM and HRM is that PM is organization-centered while HRM is employee-centered. Lately, the term PM has vanished in corporate circles, but it still persists in Public Sector Units and other manufacturing companies. HRM prevails, but in the early nineties, it transformed itself to HRD.
Regards,
Dr. Prageetha
From India, Warangal
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The difference between PM and HRM is that PM is organization-centered while HRM is employee-centered. Lately, the term PM has vanished in corporate circles, but it still persists in Public Sector Units and other manufacturing companies. HRM prevails, but in the early nineties, it transformed itself to HRD.
Regards,
Dr. Prageetha
From India, Warangal
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Dear Sir,
Basically, Personnel Management and Human Resource Management are similar. In the good olden days, the concept of Personnel Management was in practice. Nowadays, due to tremendous changes in society and the development of corporate structure, the term Personnel Management is now being termed as Human Resource Management. The concepts, theories, systems, policies, procedures, and programs which are in Personnel Management have been redesigned at a moderate level in the shape of Human Resource Management, and new systematic procedures in HRM have been developed by many management experts to suit the needs of the present-day situation.
Currently, HRM practices and policies are widely used in various firms and corporate sectors to promote their objectives in a better systematic way to gain benefits in all aspects.
Suri Babu Komakula
From India, Vijayawada
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Basically, Personnel Management and Human Resource Management are similar. In the good olden days, the concept of Personnel Management was in practice. Nowadays, due to tremendous changes in society and the development of corporate structure, the term Personnel Management is now being termed as Human Resource Management. The concepts, theories, systems, policies, procedures, and programs which are in Personnel Management have been redesigned at a moderate level in the shape of Human Resource Management, and new systematic procedures in HRM have been developed by many management experts to suit the needs of the present-day situation.
Currently, HRM practices and policies are widely used in various firms and corporate sectors to promote their objectives in a better systematic way to gain benefits in all aspects.
Suri Babu Komakula
From India, Vijayawada
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Dear friends Could any body explain the concept of " Induction" in the Corportate sector and its aims and objectives as well as advantages Suri Babu Komakula
From India, Vijayawada
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From India, Vijayawada
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hi hey u luk for if in the buk called human resourse development by v.s.p. rao...in this buk v have a chapter hrd in india..it has the best difference u need thanx
From India, Pune
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From India, Pune
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Hello,
The concept of Personnel Management and HR Management is different. In olden days, Personnel Management was carried out, while now HR Management is in practice. The main difference is that the Personnel Manager views the employee as a cost center, which means according to the personnel point of view, the company just invests and pays the employee for his work. On the other hand, the HR Manager views the employee as a profit center because from this perspective, the employees contribute to the success and growth of the organization. HR Management is the concept used nowadays because those days have passed, and now the concept of HR management states that employees are key to the organization's profit.
Thanks,
Lata
From India, Ahmadabad
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The concept of Personnel Management and HR Management is different. In olden days, Personnel Management was carried out, while now HR Management is in practice. The main difference is that the Personnel Manager views the employee as a cost center, which means according to the personnel point of view, the company just invests and pays the employee for his work. On the other hand, the HR Manager views the employee as a profit center because from this perspective, the employees contribute to the success and growth of the organization. HR Management is the concept used nowadays because those days have passed, and now the concept of HR management states that employees are key to the organization's profit.
Thanks,
Lata
From India, Ahmadabad
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Hi,
I hope this will be of some use to you...
1) PM is a traditional, routine, maintenance-oriented administrative function, whereas HRD is a continuous, ongoing development function aimed at improving human processes.
2) PM is an independent function with independent sub-functions, while HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.
3) PM is reactive, responding to demands as and when they arise, whereas HRD is proactive, anticipating, planning, and advancing continuously.
4) PM is the exclusive responsibility of the personnel department, whereas HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out personnel functions.
5) The scope of PM is relatively narrow with a focus on administering people, while the scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.
6) Important motivators in PM are compensation, rewards, job simplification, and so on, whereas HRD considers work groups, challenges, and creativity on the job as motivators.
7) In PM, improved satisfaction is considered the cause for improved performance, but in HRD, it is the other way around (performance is the cause, and satisfaction is the result).
Regards,
Hari
From India, Bangalore
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I hope this will be of some use to you...
1) PM is a traditional, routine, maintenance-oriented administrative function, whereas HRD is a continuous, ongoing development function aimed at improving human processes.
2) PM is an independent function with independent sub-functions, while HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.
3) PM is reactive, responding to demands as and when they arise, whereas HRD is proactive, anticipating, planning, and advancing continuously.
4) PM is the exclusive responsibility of the personnel department, whereas HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out personnel functions.
5) The scope of PM is relatively narrow with a focus on administering people, while the scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.
6) Important motivators in PM are compensation, rewards, job simplification, and so on, whereas HRD considers work groups, challenges, and creativity on the job as motivators.
7) In PM, improved satisfaction is considered the cause for improved performance, but in HRD, it is the other way around (performance is the cause, and satisfaction is the result).
Regards,
Hari
From India, Bangalore
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