How many personnel management be differentiated from hrm

Along with this, they are focuses on the individual needs and their potential so that quality services can be ensured to the service users. Dealing with payroll, in accordance with employment law, and handling related tasks. In personnel management, employees should know time management strategies and planning tactics so that they will be able to take effective decisions.

Through this approach, workers can manage their own activities in order to improve their own growth. On the other hand, HR manager is the one who manage all the staff members. He can also conduct training and development programs in the firm so that workers will be able to improve their core competencies. From the above, it is quite clear that human resource management and personnel management are completely different from each other. On another hand, personnel management is acted as more administrative way.

The main aim of the personnel management is to maintain the communication between the management and staffs. The personnel management basically deals with the employees about the payroll, employment law and handling related tasks. As argued by Nica , p.

The personnel management cannot identify the interest of the management. However, focus of human resource management is on requirement and potentials of workforce.

The human resource management has divided the activities in different segment such as recruitment process and employee management operation Kaufman, , p. It was mainly concerned with the administrative tasks that have to do with organising or managing an organisation, such as record keeping and dealing with employee wages, salaries and benefits. The personnel officer the person in charge of personnel management also dealt with labour relations.

Before we look at the role of HRM in organisations today, we will examine the way people were managed in organisations in the past. Definition Personnel Management - Personnel Management is thus basically an administrative recordkeeping function, at the operational level.

Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, 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 result ultimately in achieving organizational success. OPM provides HR services for the federal governments workforce of nearly 2. It's staff carry out the tasks to recruit, interview, and promote employees; oversee merit pay, benefits and retirement programs; and ensure that all employees and applicants are treated fairly and according to the law.

To set the COLA [cost-of-living allowances] rates, the Office of Personnel Management OPM surveys the prices of over items, including goods and services, housing, transportation, and miscellaneous expenses. Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and 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. HRM has a long history of growing from a simple welfare and maintenance function to that of a board level activity of the companies.

However, the hard fact is that this growth can be generally witnessed in management literature and rarely in practice. But, in practice, these organizations continue to handle the people management activities the way they had been handling earlier. The reasons for this could be many and varied. Professor John Storey brilliantly portrayed these differences in 27 areas of people management in in his book titled Developments in the Management of Human Resources.

Contract Careful delineation of written contracts Aim to go beyond contract 2. Guide to management action Procedures Business-need' 4. Nature of relations Pluralist Unitarist 7. Conflict Institutionalized De-emphasized 8. Key relations Labour management Customer 9. Initiatives Piecemeal Integrated Corporate plan Marginal Central Speed of decision Slow Fast Transactional Transformational leadership 5. Managerial task vis-a-vis labour Nurturing Strategic aspects Line management Management role 8.

Communication Indirect Direct Standardization High e. Prized management skills Key levers Negotiation Facilitation Selection Separate, marginal task Integrated, key task Pay Job evaluation fixed grades Performance-related Conditions Separately negotiated Harmonization Labour-management Collective bargaining contracts Towards individual contracts Thrust of relations with stewards Regularized through facilities and training Job categories and grades Many Marginalized with exception of some bargaining for change models Few Communication Restricted flow Increased flow Job design Division of labour Teamwork Conflict handling Reach temporary truces Manage climate and culture Training and development Controlled access to courses Learning companies Foci of attention for interventions Personnel procedures Wide ranging cultural, structural and personnel strategies.

Total views , On Slideshare 0. From embeds 0. Number of embeds Downloads 2, Shares 0. Comments 0. Likes You just clipped your first slide! Clipping is a handy way to collect important slides you want to go back to later. Now customize the name of a clipboard to store your clips. This traditional structure requires that employees follow the company code of conduct rigorously. In a more progressive approach, human resource management relies on relationships to ensure a steady work flow with thriving productivity.

The team is there to help ensure healthy communication between managers and employees. Personnel management tends to follow company policy without question. Employee benefits are often limited by preventing promotions above one salary grade and restricting annual increases within a compensation system. While consistency is also key within human resource management, this approach focuses on employee development rather than company policy.

Human resource management understands the value of an employee who is recognised for their performance, whether that be in the form of a pay raise or even an impressive benefits package. Thorough employee management is essential for any company. Human resource management is far more proactive than personnel management.

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Oct 10, Read time: 3 mins. Understanding personnel management and human resource management Human resource management and personnel management may share similar responsibilities, but the ways in which they operate differ. Click here to view sources. Retrieved from Business Dictionary.

Accessed 20 May 2 Leonard, K. Oct, Retrieved from Chron. Jan,