Personnel and Human Resource management rely heavily upon each other to make them both succeed. Personnel management focuses on the recruitment and management of work that an employee has to do, where as Human Resource management focuses on the general wellbeing of all employees and any safety issues that employees may have in the work place. Organisation and industrial management of employees is also included within Human Resource management which makes it different to just personnel features.
Both need each other to succeed and the balance of management needs to work well with one another. If Personnel management wasn’t working efficiently enough then Human Resource management would suffer as a result. Focuses would have to be on the personnel side of things as opposed to managing and keeping control of all aspects of the business.
In order to them to work well with one another, employees have to be responsible of meeting their work loads and ensuring that they can manage themselves so that the company’s Human Resource department does not have to keep focusing and helping them when they should be capable of doing it themselves.
Human Resource management also includes the job of training, recruitment and making people redundant. There is an obvious connection here between Personnel and Human Resource management as the problems can easily be seen and dealt with professionally and successfully. Organisation is also a key feature as the company needs to work well and employees need to know where they stand with regards to their work.
It may seem like a questionable expense to get the expertise of such consultants in your business, but it could make you more productive and prevent the inconveniences of frictional unemployment and a high staff turnover.
Personnel Management and Human Resource Management are more or less the same thing. In fact Personnel Management is one of the core components of Human Resource Management.
Personnel Management deals with the selection, recruitment, job description and work load of an employee. On the other hand, Human Resource Management looks after the broader concept of HR. It deals with Personnel Management as well as Organizational Management, Personnel administration, Manpower management, Industrial Management, Organizational Development and also Personnel training and development.
There are various differences between HRM and Personnel Management and some of them are as follows:
Contract : (Written contract in Personnel Management)(Aim to go beyond in HRM) Rules: (Set rules and regulations in Personnel Management)(Greater flexibility in HRM) Guide to management action: (Procedures and control in Personnel Management)(Flexibility and commitment in HRM) Behavior at work place: (Norms, customs and practices in Personnel Management)(Vision and mission in HRM) Management and employee relationship: (Monitoring and controlling in Personnel Management)(Nurturing and facilitating in HRM) Nature of relationship: (Pluralist in Personnel Management)(Unitarist in HRM) Conflict: (Conflict is unavoidable in Personnel Management)(Conflict is avoidable in HRM) Key relations: (Labor management in Personnel Management)(Business customers in HRM) Speed of decisions: (Slow in Personnel Management)(Fast in HRM) Initiatives: (Less appreciations in Personnel Management)(High appreciation in HRM) Corporate plans: (Marginal to Personnel Management (Central to HRM) Selection : (Separate Managerial task in Personnel Management)(Integrate key task in HRM)
There's a big difference between them HR Manager is the one to make systems and developments of all the employees and build a better employee, seminars for promoted employee, additional knowledge of how well one can do the job and better relationship with every individual especially co-workers.
Personnel Manager is the one in-charge of all the things needed by employees, Identification Cards, Permits, License etc. Payrolls, individuality like uniforms, hygiene, accessibility, behavior, resignations records, file 201 of every employee, incidental reports...
Human resources management and personnel management are often used interchangeably. The differences, if any, between the two are very subtle and more philosophical in nature.
Personnel management is a more administrative job in nature. It deals with the payroll of the company. It is that branch of management that must function in compliance with employment laws. The tasks are more of the routine type, in contrast with the broader and more dynamic scope of human resources management.
On the other hand, the human resources management of an organisation is responsible for the overall management of the workforce in the organisation. The efficiency of the human resources management of an organisation in coordinating the activities of the staff is, in fact, one of the primary reasons for the success of the most successful corporate houses in the world. Personnel management, in short, is a function of management that has a narrower scope than human resources management.
Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. 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 overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. 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.