Hi, my self is jitendra joshi, my question is what is the difference between HR Deptt & Personnel and Administration Dett or What is the role of HR Deptt & Personnel & Administration Deptt
From India, Bhopal
From India, Bhopal
Dear Mr. Joshi,
your confusion is absoultly corect but thing is no diffrence between HR&Personnel Dept ment it will be same, some company calld HR Deptment some Company cald Personnel Dept, both dept work will be same
Admin Department work will be change, this department will take care of all admin works like Housekeeping. Canteen Security, company maintanence etc,one importent thing is in manufacturing sector no difffrence between in all three it should be same, in it field admin and GR will be diffrent.
Thanks Regards
Umesh Shetty
From India, Bangalore
your confusion is absoultly corect but thing is no diffrence between HR&Personnel Dept ment it will be same, some company calld HR Deptment some Company cald Personnel Dept, both dept work will be same
Admin Department work will be change, this department will take care of all admin works like Housekeeping. Canteen Security, company maintanence etc,one importent thing is in manufacturing sector no difffrence between in all three it should be same, in it field admin and GR will be diffrent.
Thanks Regards
Umesh Shetty
From India, Bangalore
Dear Joshi & Priya
In HR Department we have many domains like Recruitment,Training & Development,On-boarding & Induction,Administration,Payroll,Generalist..etc
Administration is also a part of HR team, lets for an incidence by end of the month HR department has to run the payroll process, for that we need to get the attendance from Admin dept..So an admin executive has to look after monthly attendance and they need to prepare a sheet for the same.
Apart from this, The main activity for admin department is to look after the maintenance which includes glossary for canteen, salary for non working staff like security,drivers,canteen related employees,etc
Regards
Srinivas Reddy.J
Sr.HR Executive
From India, Hyderabad
In HR Department we have many domains like Recruitment,Training & Development,On-boarding & Induction,Administration,Payroll,Generalist..etc
Administration is also a part of HR team, lets for an incidence by end of the month HR department has to run the payroll process, for that we need to get the attendance from Admin dept..So an admin executive has to look after monthly attendance and they need to prepare a sheet for the same.
Apart from this, The main activity for admin department is to look after the maintenance which includes glossary for canteen, salary for non working staff like security,drivers,canteen related employees,etc
Regards
Srinivas Reddy.J
Sr.HR Executive
From India, Hyderabad
Dear joshijitendra,
There were lot of discussions on to the same topic. Do check with the given links. There is also a good attachment given by our fellow member Mr. Ibrahim in one of the link.
https://www.citehr.com/80897-differe...sonnel-hr.html
https://www.citehr.com/36242-differe...istration.html
https://www.citehr.com/93819-what-di...-admin-hr.html
From India, Bangalore
477There were lot of discussions on to the same topic. Do check with the given links. There is also a good attachment given by our fellow member Mr. Ibrahim in one of the link.
https://www.citehr.com/80897-differe...sonnel-hr.html
https://www.citehr.com/36242-differe...istration.html
https://www.citehr.com/93819-what-di...-admin-hr.html
From India, Bangalore
Dear Joshi Jitendra,
1. Human resources as in the present stage underwent many stages of evolution.The predecessor to the present form of HR was the personell departement where manpower was thought as a commodity and Personell departements job was to hire and fire people.they were involved in Disciplinary issues and other statuory requirments necessary for an organisation to function.
2. Personell departement gave way to HR departement where manpower was seen more than a lcomponent of production and was seen an important asset to teh organisation.
1. Human resources as in the present stage underwent many stages of evolution.The predecessor to the present form of HR was the personell departement where manpower was thought as a commodity and Personell departements job was to hire and fire people.they were involved in Disciplinary issues and other statuory requirments necessary for an organisation to function.
2. Personell departement gave way to HR departement where manpower was seen more than a lcomponent of production and was seen an important asset to teh organisation.
I agree with the version of Mr Karthik who has the difference in correct and which is true also.
From India, Delhi
From India, Delhi
THIS IS ABOUT THE PERSONNEL DEPT
Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.
From India, Mumbai
Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.
From India, Mumbai
THIS IS THE DUTY OF A ADMIN MGR
Administrative services managers perform a broad range of duties in virtually every sector of the economy. They coordinate and direct support services to organizations as diverse as insurance companies, computer manufacturers, and government offices. These workers manage the many services that allow organizations to operate efficiently, such as secretarial and reception, administration, payroll, conference planning and travel, information and data processing, mail, materials scheduling and distribution, printing and reproduction, records management, telecommunications management, security, parking, and personal property procurement, supply, and disposal.
Specific duties for these managers vary by degree of responsibility and authority. First-line administrative services managers directly supervise a staff that performs various support services. Mid-level managers, on the other hand, develop departmental plans, set goals and deadlines, implement procedures to improve productivity and customer service, and define the responsibilities of supervisory-level managers. Some mid-level administrative services managers oversee first-line supervisors from various departments, including the clerical staff. Mid-level managers also may be involved in the hiring and dismissal of employees, but they generally have no role in the formulation of personnel policy. Some of these managers advance to upper level positions, such as vice president of administrative services, which are discussed in the Handbook statement on top executives.
In small organizations, a single administrative services manager may oversee all support services. In larger ones, however, first-line administrative services managers often report to mid-level managers who, in turn, report to owners or top-level managers. As the size of the firm increases, administrative services managers are more likely to specialize in specific support activities. For example, some administrative services managers work primarily as office managers, contract administrators, or unclaimed property officers. In many cases, the duties of these administrative services managers are similar to those of other managers and supervisors, some of which are discussed in other Handbook statements.
The nature of managerial jobs varies as significantly as the range of administrative services required by organizations. For example, administrative services managers who work as contract administrators oversee the preparation, analysis, negotiation, and review of contracts related to the purchase or sale of equipment, materials, supplies, products, or services. In addition, some administrative services managers acquire, distribute, and store supplies, while others dispose of surplus property or oversee the disposal of unclaimed property.
Administrative services managers who work as facility managers plan, design, and manage buildings and grounds in addition to people. This task requires integrating the principles of business administration, architecture, and behavioral and engineering science. Although the specific tasks assigned to facility managers vary substantially depending on the organization, the duties fall into several categories, relating to operations and maintenance, real estate, project planning and management, communication, finance, quality assessment, facility function, technology integration, and management of human and environmental factors. Tasks within these broad categories may include space and workplace planning, budgeting, purchase and sale of real estate, lease management, renovations, or architectural planning and design. Facility managers may suggest and oversee renovation projects for a variety of reasons, ranging from improving efficiency to ensuring that facilities meet government regulations and environmental, health, and security standards. Additionally, facility managers continually monitor the facility to ensure that it remains safe, secure, and well-maintained. Often, the facility manager is responsible for directing staff, including maintenance, grounds, and custodial workers.
Administrative services managers generally work in comfortable offices. Managers involved in contract administration and personal property procurement, use, and disposal may travel between their home office, branch offices, vendors’ offices, and property sales sites. Also, facility managers who are responsible for the design of workspaces may spend time at construction sites and may travel between different facilities while monitoring the work of maintenance, grounds, and custodial staffs. However, new technology has increased the number of managers who telecommute from home or other offices, and teleconferencing has reduced the need for travel.
Most administrative services managers work a standard 40-hour week. However, uncompensated overtime frequently is required to resolve problems and meet deadlines. Facility managers often are “on callµ to address a variety of problems that can arise in a facility during nonwork hours.
From India, Mumbai
Administrative services managers perform a broad range of duties in virtually every sector of the economy. They coordinate and direct support services to organizations as diverse as insurance companies, computer manufacturers, and government offices. These workers manage the many services that allow organizations to operate efficiently, such as secretarial and reception, administration, payroll, conference planning and travel, information and data processing, mail, materials scheduling and distribution, printing and reproduction, records management, telecommunications management, security, parking, and personal property procurement, supply, and disposal.
Specific duties for these managers vary by degree of responsibility and authority. First-line administrative services managers directly supervise a staff that performs various support services. Mid-level managers, on the other hand, develop departmental plans, set goals and deadlines, implement procedures to improve productivity and customer service, and define the responsibilities of supervisory-level managers. Some mid-level administrative services managers oversee first-line supervisors from various departments, including the clerical staff. Mid-level managers also may be involved in the hiring and dismissal of employees, but they generally have no role in the formulation of personnel policy. Some of these managers advance to upper level positions, such as vice president of administrative services, which are discussed in the Handbook statement on top executives.
In small organizations, a single administrative services manager may oversee all support services. In larger ones, however, first-line administrative services managers often report to mid-level managers who, in turn, report to owners or top-level managers. As the size of the firm increases, administrative services managers are more likely to specialize in specific support activities. For example, some administrative services managers work primarily as office managers, contract administrators, or unclaimed property officers. In many cases, the duties of these administrative services managers are similar to those of other managers and supervisors, some of which are discussed in other Handbook statements.
The nature of managerial jobs varies as significantly as the range of administrative services required by organizations. For example, administrative services managers who work as contract administrators oversee the preparation, analysis, negotiation, and review of contracts related to the purchase or sale of equipment, materials, supplies, products, or services. In addition, some administrative services managers acquire, distribute, and store supplies, while others dispose of surplus property or oversee the disposal of unclaimed property.
Administrative services managers who work as facility managers plan, design, and manage buildings and grounds in addition to people. This task requires integrating the principles of business administration, architecture, and behavioral and engineering science. Although the specific tasks assigned to facility managers vary substantially depending on the organization, the duties fall into several categories, relating to operations and maintenance, real estate, project planning and management, communication, finance, quality assessment, facility function, technology integration, and management of human and environmental factors. Tasks within these broad categories may include space and workplace planning, budgeting, purchase and sale of real estate, lease management, renovations, or architectural planning and design. Facility managers may suggest and oversee renovation projects for a variety of reasons, ranging from improving efficiency to ensuring that facilities meet government regulations and environmental, health, and security standards. Additionally, facility managers continually monitor the facility to ensure that it remains safe, secure, and well-maintained. Often, the facility manager is responsible for directing staff, including maintenance, grounds, and custodial workers.
Administrative services managers generally work in comfortable offices. Managers involved in contract administration and personal property procurement, use, and disposal may travel between their home office, branch offices, vendors’ offices, and property sales sites. Also, facility managers who are responsible for the design of workspaces may spend time at construction sites and may travel between different facilities while monitoring the work of maintenance, grounds, and custodial staffs. However, new technology has increased the number of managers who telecommute from home or other offices, and teleconferencing has reduced the need for travel.
Most administrative services managers work a standard 40-hour week. However, uncompensated overtime frequently is required to resolve problems and meet deadlines. Facility managers often are “on callµ to address a variety of problems that can arise in a facility during nonwork hours.
From India, Mumbai
These are the responsibilities of HR dept:
Job Design
The process of defining the way work will be performed and the tasks that a given job requires.
Recruitment
The process through which the organization seeks applicants for potential employment.
Selection
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development
The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management
The process of ensuring that employees’ activities and outputs match the organization’s goals.
Some other benefits includes,
Planning an Administering Pay and Benefits
Maintaining Positive Employee Relations
Establishing and Administering Personnel Policies
Ensuring Compliance with Labor Laws
From India, Mumbai
Job Design
The process of defining the way work will be performed and the tasks that a given job requires.
Recruitment
The process through which the organization seeks applicants for potential employment.
Selection
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Training
A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development
The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management
The process of ensuring that employees’ activities and outputs match the organization’s goals.
Some other benefits includes,
Planning an Administering Pay and Benefits
Maintaining Positive Employee Relations
Establishing and Administering Personnel Policies
Ensuring Compliance with Labor Laws
From India, Mumbai
Dear Priya & Joshi
Personnel Management is process of managing personnel and its functions. It is a micro level.
HR is a process of develop and mould the knowledge, skills, technics, attitude and aptitude of the personnel. It is a macro level.
Administration is nothing but management of Housekeeping. Canteen Security, company maintanence, general activities etc.
Best regards,
Shambhulinga G S
HR
From India, Bangalore
Personnel Management is process of managing personnel and its functions. It is a micro level.
HR is a process of develop and mould the knowledge, skills, technics, attitude and aptitude of the personnel. It is a macro level.
Administration is nothing but management of Housekeeping. Canteen Security, company maintanence, general activities etc.
Best regards,
Shambhulinga G S
HR
From India, Bangalore
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