Hrm vs personnel mngt
Human resource management, on the other hand, has relatively fewer grades and ranks, with broadly defined job responsibilities providing much scope for applying creativity and initiative, and plenty of career paths, with skills, talent and commitment the key drivers of career advancement.
Human capital developer. PM has a history of placing emphasis on bureaucratic control often in a reactive sense, i.
HR managers know the business and therefore know the needs of the business and can develop a plan to meet those needs. Administrative expert and functional expert.
Hrm vs personnel management slideshare
Then the HR manager can make sure the people recruited and interviewed have similar qualities as the best people already doing the job. However, the best organizations are those that embrace technology and find the right technology uses for their businesses. They also stay on top of current events, so they know what is happening globally that could affect their strategic plan. Some personnel managers will no doubt see the growing influence of HR managers as a threat fearing that they may just become custodians of personnel systems. Guest sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. At this point, you might be thinking, what actually is different between personnel management and human resource management. HRM is also concerned with these issues, but in addition stresses the primacy of business needs. 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. It is a traditional approach of managing employees which focuses on adherence to policies and rules of organization.
Companies now understand that the human side of the business is the most important asset in any business especially in this global economyand therefore HR has much more importance than it did twenty years ago. Where personnel managers can be viewed as specialists, HRM can be seen as the responsibility of all managers, particularly senior managers, and as such is proactive rather than reactive please refer to the table of comparison next in previous tableGuest identifies the differences in his model shows that HRM is commitment based, which is distinct from compliance-based personnel management.
In Personnel Management there is a piecemeal distribution of initiatives. Personnel management is an administrative function which exists in an organization to ensure right personnel at right organizational activity.
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. They are 1 Personnel Management Personnel are those who are employed in the workplace.
HRM is also concerned with these issues, but in addition stresses the primacy of business needs.
In an organization, a group of people employers and employees work together with a common motive i. An HRM strategic plan cannot be written alone. Guest sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters.
Difference between hrm and personnel management ppt
HR managers tend to relax rules based on business needs and exigencies, and aim to go by the spirit of the contract rather than the letter of the contract. There are two basic approaches that employers adopt to manage people or employee in their company. Administrative expert and functional expert. Significant difference exists between personnel management and human resource management in terms of scope, approach, and application. Some would argue that PM represented a highly compartmentalized system. Line managers would have a responsibility for the change in key levers, which would move the organization away from being locked into bureaucratic procedures towards becoming a flexible organization that would encourage commitment through performance-related goals. Personnel management is a predominantly administrative record-keeping function that aims to establish and maintain equitable terms and conditions of employment. Difference in Application Personnel management is an independent staff function of an organization, with little involvement from line managers, and no linkage to the organization's core process. In HRM there is a greater emphasis on strategic issues and on the way which the human resource contributes to the achievement of corporate objectives. Guest recognises that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The plan should involve everyone in the organization. For more detailed information regarding differences between personnel management and human resource management, please check the table below.
based on 95 review