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"It is better to suffer a decision taken than to suffer to take a decision."
In the former you progress; In the latter you stagnate.
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AVS
From India, Madras
456"It is better to suffer a decision taken than to suffer to take a decision."
In the former you progress; In the latter you stagnate.
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AVS
From India, Madras
Yeah Mr. AVS
It is the correct way. Instead of decisionless we must adopt a line and go ahead with our progress. If we face any problem in our line then we must understand that we are moving ahead with progress and accordingly we can make our strategic plan for that moment and proceed further.
Thanks for your fantastic tips Mr. AVS.
From India, Kumbakonam
It is the correct way. Instead of decisionless we must adopt a line and go ahead with our progress. If we face any problem in our line then we must understand that we are moving ahead with progress and accordingly we can make our strategic plan for that moment and proceed further.
Thanks for your fantastic tips Mr. AVS.
From India, Kumbakonam
hi..AVs Can u pls let me know what is the difference between personnel mgt and human resource mgt?I m facing this question in many interviews.pls help me to know the real difference. Thank u
From India, Bhubaneswar
From India, Bhubaneswar
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management".
Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.
Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation.
Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce.
Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."
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AVS
From India, Madras
Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.
Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation.
Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce.
Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."
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AVS
From India, Madras
“Do not waste a minute – not a second – trying to demonstrate to others the merits of your performance. If your work does not vindicate itself, you cannot vindicate it.”
From India, Madras
From India, Madras
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Job Description - HR & Admin.doc