how do you differentiate between a personnel management from a human resource management. based on their nature of work
From Kenya
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2From Kenya
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In personnel management, the emphasis is on control and getting things done without having any concern for the development of the individual. On the other hand, in HIM, we take a holistic outlook. Not only are we interested in getting the best, but at the same time, we would like to invest in developing the resource as well.
While personnel management looks at employees as a cost center, HRM treats them as an asset.
From India, Hyderabad
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While personnel management looks at employees as a cost center, HRM treats them as an asset.
From India, Hyderabad
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The difference has been very rightly brought out by Mr. Reddy. My experience is that the HRD chief and personnel down the line in the HRD function are unable to see the line of demarcation as brought out by Mr. Reddy above. The whole function acts as a personnel department only. Even their behavior is centered on 'controlling' the workforce, enforcing the so-called policies and 'rules' of the management without any significant concern for the development of human resources. 'Training' is a crucial requirement and activity of the HRD. Most of the time, it is not done or is sparingly done, and that too as an eye-wash. The effectiveness of the training, if imparted at all, is hardly gauged. Though this feature is emphatically included in the provisions of all standard specifications, e.g., ISO 9001, it is done halfheartedly just for the sake of records.
I wish the persons at the helm of affairs in all HRD functions take this seriously.
Lalit Thakkar
From India, Surat
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I wish the persons at the helm of affairs in all HRD functions take this seriously.
Lalit Thakkar
From India, Surat
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The contrast between personnel management and human resource management is that personnel management basically deals with the employees. That is, their payroll, recruitment, and employment laws.
On the other hand, human resource management deals with the management of the workforce, training, and the general well-being of all employees.
Thanks, Rajesh Kantubhukta
From India, Kakinada
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On the other hand, human resource management deals with the management of the workforce, training, and the general well-being of all employees.
Thanks, Rajesh Kantubhukta
From India, Kakinada
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Personnel Management - Personnel Management is thus basically an administrative record-keeping function at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment while efficiently managing personnel activities for individual departments, etc. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will ultimately result in achieving organizational success.
Human resource management is concerned with the development and implementation of people strategies integrated with corporate strategies. It ensures that the culture, values, and structure of the organization, as well as the quality, motivation, and commitment of its members, contribute fully to the achievement of its goals. HRM is concerned with carrying out the same functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development, etc. However, the HRM approach performs these functions in a qualitatively distinct way compared with Personnel Management.
Please keep sharing...
Thanks,
Rajesh Kantubhukta HR
From India, Kakinada
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Human resource management is concerned with the development and implementation of people strategies integrated with corporate strategies. It ensures that the culture, values, and structure of the organization, as well as the quality, motivation, and commitment of its members, contribute fully to the achievement of its goals. HRM is concerned with carrying out the same functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development, etc. However, the HRM approach performs these functions in a qualitatively distinct way compared with Personnel Management.
Please keep sharing...
Thanks,
Rajesh Kantubhukta HR
From India, Kakinada
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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 the overall company function.
Regards,
Rajesh Kantubhukta
Human Resources
From India, Kakinada
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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 the overall company function.
Regards,
Rajesh Kantubhukta
Human Resources
From India, Kakinada
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Dear Pearlrashad,
I have never been to Kenya, so I don't know your labor laws or past happenings. But below is what could have happened in India.
Right from the 1960s, the activities coming under the purview of the HR Domain have been carried out albeit under different names. Way back then, there used to be a Time Office, which later became Labor Office and had a Labor Officer, who in today's world is typically like a Supervisor of a Contractor doing timekeeping, leave, and OT calculations, etc. Then came Welfare Officer, who became responsible for employee welfare. In the 1980s came the concept of Personnel Management and had people like Personnel Officer/Personnel Manager. In the late 1990s came a newer concept of "HR".
With time, and with an increase in awareness/knowledge/advancements, new issues came to the fore. In line was the development in the field. As rightly said by Mr. Rajesh Kantubhukta, PM is more administrative (mundane) while HR is more on the development side. So while you have Policy, Leave, OT, Timekeeping, Compliances coming under PM... T&D, ISO compliances, Competency Mapping, BSC, Assessment Centers, EE, R&R, etc. fall in the HR domain.
Today, we have progressed a step ahead. In line with people's aspirations, there is a separate "Head" for Talent Acquisition, Talent Management, Employee Engagement, PMS, Employee Relations, Statutory Compliances, CSR... eventually all reporting to the real Head HR.
From India, Mumbai
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I have never been to Kenya, so I don't know your labor laws or past happenings. But below is what could have happened in India.
Right from the 1960s, the activities coming under the purview of the HR Domain have been carried out albeit under different names. Way back then, there used to be a Time Office, which later became Labor Office and had a Labor Officer, who in today's world is typically like a Supervisor of a Contractor doing timekeeping, leave, and OT calculations, etc. Then came Welfare Officer, who became responsible for employee welfare. In the 1980s came the concept of Personnel Management and had people like Personnel Officer/Personnel Manager. In the late 1990s came a newer concept of "HR".
With time, and with an increase in awareness/knowledge/advancements, new issues came to the fore. In line was the development in the field. As rightly said by Mr. Rajesh Kantubhukta, PM is more administrative (mundane) while HR is more on the development side. So while you have Policy, Leave, OT, Timekeeping, Compliances coming under PM... T&D, ISO compliances, Competency Mapping, BSC, Assessment Centers, EE, R&R, etc. fall in the HR domain.
Today, we have progressed a step ahead. In line with people's aspirations, there is a separate "Head" for Talent Acquisition, Talent Management, Employee Engagement, PMS, Employee Relations, Statutory Compliances, CSR... eventually all reporting to the real Head HR.
From India, Mumbai
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