What does this mean for staff numbers? Personnel management also strives to reconcile the aspirations and views of the workforce with management interest by institutional means such as collective bargaining, trade union-based negotiations and similar processes. In a nutshell, it is an art of utilizing the human resources of an organization, in the most efficient and effective way. Personnel Management is more administrative in nature and the Personnel Managers main job is to ensure that the needs of the workforce as they pertain to their immediate concerns are taken care of. Although both the management seem to be involved in same organizational activities, the difference is in the way those activities are approached and operated. Selection Separate, marginal task Integrated, key task 18.
Personal management stimulates the workforce to better with bonus, compensation and rewards. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. But it will depend on whether the problem is peculiar to your own organisation, and whether it is concentrated in particular groups eg by age, gender, grade or skill. On the other hand, remaining critics, after thorough inspection, have noted major differences between personnel management and human resource management. On the other hand, a group of experts pointed few differences between them. It is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization.
She develops personnel policies that ensure compliance with various employment and labor laws. Human resource management develops compensation plans just like personnel management. While some argue that the difference between personnel management and human resource management is simply an issue of terminology, others note qualitative differences between the two approaches of managing people. Conflict handling Reach temporary truces Manage climate and culture 26. Connect with us at punjabassignmenthelp gmail. This department evaluates the efficiency of the workers and also provides them incentives which can be either monetary or non-monetary. Personnel management used to emphasis on seniority of worker and working hours in order to decide remuneration but whereas in today's context, talent and skills are given equal importance with seniority for deciding the value of the job.
As employees working for group are considered as significant asset of organization many efforts. To address these questions you need to understand:. Contract Careful delineation of written contracts Aim to go beyond contract 2. The personnel management approach also concerns itself with establishing rules, policies, procedures, and contracts, and strives to monitor and enforce compliance to such regulations, with careful delineation of written contract. Motorola and Seagate are good examples of organizations that belief in this Unitarist approach which also focuses in team management and sees employees as partners in an organization.
As far as motivators are concerned,personnel management typically seeks to motivate employees withsuch things as compensation, bonuses, rewards, and thesimplification of work responsibilities. They simply reflect a more recent name for what is fundamentally the same function. It is Human Resources Management that develops a team of employees for an organization. Other commentators note that there are important qualitative differences between personnel management and human resource management. Human resource managers deal with the company's work force as awhole, while personnel management deal with employees in specificareas of the company.
Although, of course, some people may argue that Human Resource Management includes a greater focus on aligning the … organisation's human resources to the organisation's strategic goals and objectives. Host as default body to all the process in group. 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. Human Resource management gives greater thrust on dealing with each employee independently and gives more importance to customer-focused developmental activities and facilitating individual employees rather than bargaining or negotiating with trade unions. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. At this point, you might be thinking, what actually is different between personnel management and human resource management.
Arena of human resource management has been widening with the increase of importance of employees who are core for running any business. Human Resource Management have emerged as an extension over the Traditional Personnel Management. One can also come across differences in motivational aspects. But human resource management works as a proactive element in an organization because it contributes to continuous development of functions and policies to strengthen the workforce of the organization. Under personnel management, employees are provided with less training and development opportunities.
How is the workforce to be cut painlessly, while at the same time protecting the long-term interests of the organisation? Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization. Key relations Labour management Customer 9. Personnel Management could also be seen as a independent way ofmanaging. Besides the said functions of personal officer, the major role was to ensure the factory or organisation was in compliance with all the labour laws applicable to them. Human resource management is a strategic function. 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.
It can be described as reactive, providing a response to demands and concerns as they are presented. Definition Personnel Management — Personnel Management is thus basically an administrative record-keeping function, at the operational level. Communication Restricted flow Increased flow 24. Under personnel management, job design is done on the basis of division of labor. The human resource management approach remains impatient with rules and regulations.
A primary goal of human resources is to enableemployees to work to a maximum level of efficiency. They are similar in the f … act that they bothwork toward a goal of success for the company. Conclusion Human Resource Management has come up with an extension over Personnel Management, which eradicated the shortcomings of the Personnel Management. It provides space for employee involvement, performance and growth. An example ofthis would be that they respond to demands and concerns as they arepresented. Management role Transactional Transformational leadership 13.