Hi everyone,
Need your help,
My Boss asked me if I know any thing about HR or Personal Management. Is there any difference? I now that I learned Project management.
Please tell me in details: What are the difference between HR and Personal Management.
Don’t copy from Wiki hehehe. I looked there but didn't get the right answer.
I will be grateful.
Regards,
HR intern
From United Arab Emirates, Abu Dhabi
Need your help,
My Boss asked me if I know any thing about HR or Personal Management. Is there any difference? I now that I learned Project management.
Please tell me in details: What are the difference between HR and Personal Management.
Don’t copy from Wiki hehehe. I looked there but didn't get the right answer.
I will be grateful.
Regards,
HR intern
From United Arab Emirates, Abu Dhabi
Hi!
There is a simple difference between HR & Personal Management. Personnel management involves labour law. Any rules which are defined by legislation is personnel mgmt whereas policies which are based on human behaviour where no particular statutory law exist is HR.
In Layman language,
Personnel = Labour law
HR = Absence of labour law.
Hope it clarify your question.
Regards,
Asmita Bhalla
9867289880
From India, Mumbai
1There is a simple difference between HR & Personal Management. Personnel management involves labour law. Any rules which are defined by legislation is personnel mgmt whereas policies which are based on human behaviour where no particular statutory law exist is HR.
In Layman language,
Personnel = Labour law
HR = Absence of labour law.
Hope it clarify your question.
Regards,
Asmita Bhalla
9867289880
From India, Mumbai
Dear Sir,
How i can get current years salary survey report to compare our employees salary, whether we are paying as per market rate or not. My company's turnover is appoximately Rs.25 crore per annum.
Surendra
From India, Mumbai
How i can get current years salary survey report to compare our employees salary, whether we are paying as per market rate or not. My company's turnover is appoximately Rs.25 crore per annum.
Surendra
From India, Mumbai
Personnel Management Human Resources Management
* Operational in perspective * Strategic Orientation
* Talent Utilization * Talent Engagement
* Basic Orientation:Welfare and comforts
of people * Making people competitive
* Transactional approach * Transformational approach
* Employee satisfaction * Internal & External customer satisfaction
* Effectiveness is measured by
number of activities performed * Effectiveness is measured by outcome of each
activity
* Concern for people * Concern for people as well as business
From India, Mumbai
* Operational in perspective * Strategic Orientation
* Talent Utilization * Talent Engagement
* Basic Orientation:Welfare and comforts
of people * Making people competitive
* Transactional approach * Transformational approach
* Employee satisfaction * Internal & External customer satisfaction
* Effectiveness is measured by
number of activities performed * Effectiveness is measured by outcome of each
activity
* Concern for people * Concern for people as well as business
From India, Mumbai
Dear Mr. Surendra,
you should always do the benchmarking study. Please study & compare a salary structure of the organisation with similar turnover & similar Industry.
For any clarification you may contact the undersigned
Regards,
Asmita Bhalla
9867289880
From India, Mumbai
you should always do the benchmarking study. Please study & compare a salary structure of the organisation with similar turnover & similar Industry.
For any clarification you may contact the undersigned
Regards,
Asmita Bhalla
9867289880
From India, Mumbai
Hi Al Marri,
While digging for the difference between Human Resources and Personnel, you are most likely going to get very divergent views, depending on which sphere of experts you question. While some strongly affirm that there is no difference between the two, others will recognize the variance, but will still acknowledge the unmistakable similarities. In lay terms however, there’s a general tendency to use the terms interchangeably.
The difference, when acknowledged, between HR and Personnel, is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR’s primary goals is to provide a suitable environment for employees to fully utilize their skills, and work at maximum efficiency levels.
The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i.e. only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company’s workforce more efficiently. It is, therefore, generally considered proactive. There’s an ongoing development of policies, functions and skill assessment’s all aimed at improving the company’s workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered as an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company’s senior level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation and a standard paid annual leave, in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups and efficient strategies to meet challenges.
Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
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.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
From India, Gurgaon
While digging for the difference between Human Resources and Personnel, you are most likely going to get very divergent views, depending on which sphere of experts you question. While some strongly affirm that there is no difference between the two, others will recognize the variance, but will still acknowledge the unmistakable similarities. In lay terms however, there’s a general tendency to use the terms interchangeably.
The difference, when acknowledged, between HR and Personnel, is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR’s primary goals is to provide a suitable environment for employees to fully utilize their skills, and work at maximum efficiency levels.
The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i.e. only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company’s workforce more efficiently. It is, therefore, generally considered proactive. There’s an ongoing development of policies, functions and skill assessment’s all aimed at improving the company’s workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered as an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company’s senior level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation and a standard paid annual leave, in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups and efficient strategies to meet challenges.
Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
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.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
From India, Gurgaon
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