HII
Knowledge is like river and information are two side of River.
As information increases, knowlege spread and become long and help any body to cover long distance of sucessfull life.
So it is very important to keep information udated and more so that knowledge get some distance.
From India, Varanasi
Knowledge is like river and information are two side of River.
As information increases, knowlege spread and become long and help any body to cover long distance of sucessfull life.
So it is very important to keep information udated and more so that knowledge get some distance.
From India, Varanasi
Further to Mohan Shashank's reply, May I add the following explanation? If I give you a six-digit number, say, 3,62,436, you may be confused what it means! However, if you are knowledgeable about the Indian PIN codes, you will see 362436 as a PIN code of a post-office in Gujerat!
But, suppose you are told (information) that pair the digit with a hyphen - 36-24-36 - wisdom will dawn on you what this 'figure' means!
Rajusiachen
From India, Coimbatore
22But, suppose you are told (information) that pair the digit with a hyphen - 36-24-36 - wisdom will dawn on you what this 'figure' means!
Rajusiachen
From India, Coimbatore
Hi,
The simple and clear way of differentiating the two is; knowledge will reflect in the actions of the person and information in the words.
Now, how to calculate is as subjective as the question itself is... in my opinion there is no mathematical formula to calculate but with your experence and on working together you can make out the outcome.
Thanks,
VM007
From India, Chandigarh
The simple and clear way of differentiating the two is; knowledge will reflect in the actions of the person and information in the words.
Now, how to calculate is as subjective as the question itself is... in my opinion there is no mathematical formula to calculate but with your experence and on working together you can make out the outcome.
Thanks,
VM007
From India, Chandigarh
An IT person told this definition of Data & Information a couple of decades ago.
Data is Unprocessed Information and Information is Processed Data
1. A Dictionary is Data of words with their meanings.
2. Putting these in meaningful way to narrate an incidence is like (giving) Information
3. Knowledge (understanding) would be required to analyse or write a critical review of or repercussions of the incidence
4. Wisdom is deep understanding (better: comprehend) to choose between right & wrong, and applying the knowledge to take (correct) decision
-----------------------------
We see it in Share Market also.
Data: is company share behaviour (prices) over last 6 months (say)
Information: Someone would make a graphical presentation to see upword & downward trends in the share
Knowledge: The experts' comments on why the market is behaving in a particular way considering 'Share' behaviour of not only a single company but entire market.
Wisdom: Using these (and some other hidden parameters, seen by him/her), one makes the use of these things and participates in 'Share Trading', Purchasing or Offloading Shares to earn wealth.
Remember, Knowledge alone is not enough to come to a (correct) decision.
Success accrues only when execution blends with wisdom.
We see coaches having wisdom making players successful (who carry out execution to the core. Execution is important as not all players of the same coach are successful to the same level).
Dr Ulhas Ganu
From India, Mumbai
Data is Unprocessed Information and Information is Processed Data
1. A Dictionary is Data of words with their meanings.
2. Putting these in meaningful way to narrate an incidence is like (giving) Information
3. Knowledge (understanding) would be required to analyse or write a critical review of or repercussions of the incidence
4. Wisdom is deep understanding (better: comprehend) to choose between right & wrong, and applying the knowledge to take (correct) decision
-----------------------------
We see it in Share Market also.
Data: is company share behaviour (prices) over last 6 months (say)
Information: Someone would make a graphical presentation to see upword & downward trends in the share
Knowledge: The experts' comments on why the market is behaving in a particular way considering 'Share' behaviour of not only a single company but entire market.
Wisdom: Using these (and some other hidden parameters, seen by him/her), one makes the use of these things and participates in 'Share Trading', Purchasing or Offloading Shares to earn wealth.
Remember, Knowledge alone is not enough to come to a (correct) decision.
Success accrues only when execution blends with wisdom.
We see coaches having wisdom making players successful (who carry out execution to the core. Execution is important as not all players of the same coach are successful to the same level).
Dr Ulhas Ganu
From India, Mumbai
I would say quite simply, knowledge is what we have now and information is what we need to increase that knowledge.
From India, Bangalore
From India, Bangalore
once you join an organisation at executive level your knowledge will help you performing your task but for making further strategies the main tool you required is information.
Information is the source on base of which strategies are formulated
MANJIT NADAR
MBA (LONDON,UK)
From India, Surat
Information is the source on base of which strategies are formulated
MANJIT NADAR
MBA (LONDON,UK)
From India, Surat
Dear Sachin!
Greetings for the day!
Thank you very much for thanking me!
Coming to your second question, we'll have a small discussion on this now.
In traditional times we don't find anything with the name Employee relations. If the employee works, the employer pay him and vice versa. Then the importance of maintaining employee relations has come into existence and there is a need created to resolve any industrial disputes and conflicts.
So, in 1931, Royal Commission of Labour in India (British Commision) under the chairmanship of Mr.J.H.Whitely recommended to abolish some malpractices and to enhance the relations with the employees is noteiced to be important. After Independence, a labour Welfare Officer was identified as PERSONNEL MANAGER created by legislation under sec.49 of Factories Act, 1948. This led to the subject namely PERSONNEL MANAGEMENT where only some items like importance of employee relations, salary relaxations and differences between wages and salary has been discussed by a body called IIPM (Indian Institute of Personnel Management) from Kolkata, along with National Institute of LAbour Management (NILM) also from Kolkata.
After some more years, these two bodies merged to form National Institute of Personnel Managment head quartered at Kolkata again.
In 1990, several aspects has been added to this like How to maintain Employee relations, Performance appraisals, etc., etc.,had been added by a body called as Society for Human Resource Management which encountered another modification to PERSONNEL MANAGEMENT AS HUMAN RESOURCE MANAGEMENT.
So PERSONNEL MANAGEMENT IS TRADITIONAL AND HUMAN RESOURCE MANAGEMENT IS MODERN ASPECT with so many inclusions.
Hope you can understand this.
From India, Delhi
Greetings for the day!
Thank you very much for thanking me!
Coming to your second question, we'll have a small discussion on this now.
In traditional times we don't find anything with the name Employee relations. If the employee works, the employer pay him and vice versa. Then the importance of maintaining employee relations has come into existence and there is a need created to resolve any industrial disputes and conflicts.
So, in 1931, Royal Commission of Labour in India (British Commision) under the chairmanship of Mr.J.H.Whitely recommended to abolish some malpractices and to enhance the relations with the employees is noteiced to be important. After Independence, a labour Welfare Officer was identified as PERSONNEL MANAGER created by legislation under sec.49 of Factories Act, 1948. This led to the subject namely PERSONNEL MANAGEMENT where only some items like importance of employee relations, salary relaxations and differences between wages and salary has been discussed by a body called IIPM (Indian Institute of Personnel Management) from Kolkata, along with National Institute of LAbour Management (NILM) also from Kolkata.
After some more years, these two bodies merged to form National Institute of Personnel Managment head quartered at Kolkata again.
In 1990, several aspects has been added to this like How to maintain Employee relations, Performance appraisals, etc., etc.,had been added by a body called as Society for Human Resource Management which encountered another modification to PERSONNEL MANAGEMENT AS HUMAN RESOURCE MANAGEMENT.
So PERSONNEL MANAGEMENT IS TRADITIONAL AND HUMAN RESOURCE MANAGEMENT IS MODERN ASPECT with so many inclusions.
Hope you can understand this.
From India, Delhi
Dear Reddy! Greetings for the day! Thanks for the thanks and I’m feeling very happy, by being a Corporate HR Trainer, it is my duty to make you all knowledgeful. Thanks for the co-operation.
From India, Delhi
From India, Delhi
Santosh,
The subject "difference between Personnel Management and Human Resource Management" has been discussed in the same forum elsewhere for a couple of times. There were views and feedback from certain people then.
I feel board moderators can coordinate with the "software Programmer" whenever such same topics are taken up for discussion by someone else again, probably, the software should be able to trace back the previous discussions and bring the comments/views of those people, so that repetition can be avoided. I have participated in the discussions earlier and once again I offer my views on this.
Personnel Management can be compared to "Maintenance Department" and Human Resource Mangement can be compared with "Production Department".
You would be aware that Maintenance department, does normal routine jobs like, cleaning the machines, taking up break down maintenance, Preventive maintenance, Zero break down maintenance, etc. They also do periodical maintenance or shut down of the plant, and clean and overhaul the machines, so that the machine down time can be kept at minimum level. These are their usual jobs.
Similarly, in Personnel management, people take up routine jobs like, daily attendance maintenance, time office control, payroll processing, periodical filing of returns, statutory compliance and maintenance of records, renewal of licenses, daily house keeping of factory / office, etc. These are normal routines they need to perform.
Whereas, Production Department on the other hand, converts raw materials into finished products. Flow is, Raw Materials ====> Process =====> Output. Raw material is sent in one side of operations, wherein activities like Centre Punching, Lathing, Surface Grinding, Drilling, Internal boring, Broaching, Reaming, internal grinding, assembling, Magnet crack checking, Quality control and then sent to Store room where the parts are kept to be used for assembling machines.
Similarly in Human Resource Department, your raw material is nothing but your employee himself. When an employee joins an organization you make him undergo orientation / induction program, teach him about the functions and technical aspects of the job, Set his KRA, administer quarterly/half yearly/annual performance review, train/ retrain him, administer his salary structure / salary review, award/reward him, do career planning and successing Planning and finally develop him as a person who can take up higher responsibilities in the organization. That is why HRD Department is known as Human Resource DEVELOPMENT department.
Hope you understood.
Balaji
From India, Madras
The subject "difference between Personnel Management and Human Resource Management" has been discussed in the same forum elsewhere for a couple of times. There were views and feedback from certain people then.
I feel board moderators can coordinate with the "software Programmer" whenever such same topics are taken up for discussion by someone else again, probably, the software should be able to trace back the previous discussions and bring the comments/views of those people, so that repetition can be avoided. I have participated in the discussions earlier and once again I offer my views on this.
Personnel Management can be compared to "Maintenance Department" and Human Resource Mangement can be compared with "Production Department".
You would be aware that Maintenance department, does normal routine jobs like, cleaning the machines, taking up break down maintenance, Preventive maintenance, Zero break down maintenance, etc. They also do periodical maintenance or shut down of the plant, and clean and overhaul the machines, so that the machine down time can be kept at minimum level. These are their usual jobs.
Similarly, in Personnel management, people take up routine jobs like, daily attendance maintenance, time office control, payroll processing, periodical filing of returns, statutory compliance and maintenance of records, renewal of licenses, daily house keeping of factory / office, etc. These are normal routines they need to perform.
Whereas, Production Department on the other hand, converts raw materials into finished products. Flow is, Raw Materials ====> Process =====> Output. Raw material is sent in one side of operations, wherein activities like Centre Punching, Lathing, Surface Grinding, Drilling, Internal boring, Broaching, Reaming, internal grinding, assembling, Magnet crack checking, Quality control and then sent to Store room where the parts are kept to be used for assembling machines.
Similarly in Human Resource Department, your raw material is nothing but your employee himself. When an employee joins an organization you make him undergo orientation / induction program, teach him about the functions and technical aspects of the job, Set his KRA, administer quarterly/half yearly/annual performance review, train/ retrain him, administer his salary structure / salary review, award/reward him, do career planning and successing Planning and finally develop him as a person who can take up higher responsibilities in the organization. That is why HRD Department is known as Human Resource DEVELOPMENT department.
Hope you understood.
Balaji
From India, Madras
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