However, the hard fact is that this growth can be generally witnessed in management literature and rarely in practice. Pay is linked with contribution made by an employee to the realisation of organisational goals. How do you compare personnel management vs human resource management? In simple words, human resource management can be referred as the policy which ensures right quality and quantity of human resource in the organization. Communication Restricted flow Increased flow 24. In personnel management, decisions are made by the top management as per the rules and regulation of the organization. Sorry, but copying text is forbidden on this website! Just by seeing the year of the Act enacted, one can understand when it came into force and how the legislators had understanding about the production of interest employees and how to safeguard them against exploitation by the employers and also how to provide quality of work life, safe working conditions, basic wages and compensation in case of death of employee in the course of employment. 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.
While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive. One of the obvious similarities between them is that, they both share the same field of activity and have the same objective of 'managing the employees'. The relationship between the work force and the management is governed by collective bargaining as well as employment contracts. Conflict Institutionalized De-emphasized Strategic aspects 8. Key relations Labour management Customer 9.
This is merely known as division on labour based on job needs and skill possessions and requirement. The primitive function of personal management is considered as satisfying the employees of the organization. Communication Communication is limited, or even restricted. Corporate plan Marginal Central 11. Human resource management also involves the management of people in an organization.
Selection Separate, marginal task Integrated, key task 18. Conflict handling Reach temporary truces Manage climate and culture 26. Thrust of relations with stewards Regularized through facilities and training Marginalized with exception of some bargaining for change models 22. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. Finally, in any discussion of personnel management vs human resource management, we must include that personnel management lays down rigid job description with many grades and a fixed promotion policy—usually based on seniority and performance appraisal ratings.
But the fact is human resource management is an extension of personal management and has replaced traditional personal management completely in modern times. This leader focuses more on procedures that must be followed, punishment form non-performance and non-compliance of rules and regulations and put figures and task accomplishments ahead of human factors such as personal bonding, interpersonal relationship, trust, understanding, tolerance and care. Personnel management deals with employees, their payroll and employment laws. Labour-management Collective bargaining contracts Towards individual contracts 21. The difference, when acknowledged, between as philosophical. Human resource management assumes people as an important and valuable resource for achieving desired output. This department tends to provide motivation through effective use of human resources, strategies to deal with workplace challenges, creating jobs for groups and job creativity.
It is concerned with the application of principles of management to manage organisation personnel while paying attention to the policies and systems of the entity. Personnel management assumes people as a input for achieving desired output. The nature of management is focused more on bottom-up approach with employees giving feedback to the top management and then the top management gives support to employees to achieve mutually agreed goals and objectives. Personnel Management Traditionally the term personnel management was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. Rather than allow problems to arise, a professional employer organization takes advantage of an extensive track record of experience to address challenges and issues in advance before they reach the actual point of being real problems in the workplace. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators. How Personnel Management is different from Human Resource Management? Pay Job evaluation fixed grades Performance-related 19.
The scope of personnel management includes functional activities such as manpower planning, recruitment, job analysis, job evaluation, payroll administration, performance appraisals, , training administration, and related tasks. 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. Under human resource management, employees are provided with more training and development opportunities. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture. Managerial task vis-a-vis labour Nurturing Strategic aspects Line management 12. The human resource management approach remains impatient with rules and regulations.
It is an integral part of an organization, which is strongly linked with other functions of an organization e. 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. Traditional personnel management focuses on increasing production while keeping employees satisfied and moving forward from an external perspective. Under traditional personnel management, employees are provided with less training and development opportunities. Some are listed below: i Nature of relations: The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. Personnel management focuses on increased production and satisfied employees.