hrm vs.personnel mgt

8/12/2019 HRM vs.personnel Mgt.

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HRM AND PERSONNEL MANAGEMENT

Meaning of HRM and Personnel Management

Difference between HRM and Personnel ManagementHRM V/s Personnel Management

NATURE OF PERSONNEL MANAGEMENT

ROLE OF PERSONNEL MANAGEMENT OBJECTIVES OF PERSONNEL MANAGEMENT


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MEANING OF HRM AND PERSONNEL MANAGEMENT

Personnel management can be defined as obtaining, using and

maintaining a satisfied workforce. It is a significant part of managementconcerned with employees at work and with their relationship within theorganization.

According to Flippo, Personnel management is the planning, organizing,compensation, integration and maintenance of people for the purpose ofcontributing to organizational, individual and societal goals.

According to Brech, Personnel Management is that part which is primarily

concerned with human resource of organization.


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Human Resource Management could be described in twoways :

1-Strategic2-Proactive

The reason being that there strategies are ongoing and theyconstantly work towards managing and developing an organizations workforce

can be seen as Proactive because of their continuous development and functionimprove the company's workforce.

Human Resource Management is the type of Management where almost everyin Managing Position can play a part in Training and Development. They aim have many different Managers in various departments with the necessary skillshandle employee tasks at hand.


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DIFFERENCE BETWEEN HRM AND PERSONNELMANAGEMENT

Quoted: "When a difference between personnel management and human resou

recognized, human resources is described as much broader in scope than persomanagement.Human resources is said to incorporate and develop personnel managementtasks, while seeking to create and develop teams of workers for the benefit of t

organization. A primary goal of human resources is to enable employees to woa maximum level of efficiency.Personnel management can include administrative tasks that are bothtraditional and routine. It can be described as reactive, providing a response todemands and concerns as they are presented. By contrast,human resources involves ongoing strategies to manage and develop an organization's workforcis proactive, as it involves the continuous development of functions and policiethe purposes of improving a company's workforce.Personnel management isoften considered an independent function of an organization.Human resource

management, on the other hand, tends to be an integral part of overall compaunction.


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HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANA

HRM PM

HRM is proactive in nature. It isnot only concerned with the presentorganizational conditions but

foresees future necessities and thenacts appropriately.

HRM as a resource centeredactivity focuses more on the

managerial aspects in terms ofdelegating the responsibility ofHRM to line authority andmanagement development.

PM is mainly reactive in nature.It satisfies itself by ensuring peaceful measure management

relations in the present.

PM which is employee centred ,aims at hiring, training,

compensating, and maintaining theexisting force of the organization.


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HRM emphasizes open minded

contracts, which can be modifieddepending upon the demand of thebusiness. Management assumes theresponsibility to motivate theemployees and constantly inspires performance based upon team spirit.

HRM is based on the principle thatbetter performance itself is a cause of

job satisfaction and morale.

PM emphasizes the strict

observance of defined rules, procedures, and contracts that govern the relationships between theworkforce and the management; forexample collective bargaining andemployment contracts.

PM considers job satisfaction andmorale as a source of better

performance. It works on the foundation that a contendedworker is a productive worker.

RM PM


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The following points will bring out the nature of personnelmanagement

Personnel management includes the function of employment,development and compensation- These functions are performed primarily by t

personnel management in consultation with other departments. Personnel management is an extension to general management. It isconcerned with promoting and stimulating competent work force to make their fullest contribution to the concern. Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of anorganization.


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Personnel management lays emphasize on action rather than makinglengthy schedules, plans, work methods. The problems and grievances of peop

work can be solved more effectively through rationale personnel policies. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern. It also motivates the employees through its effective incentive plans so that temployees provide fullest co-operation. Personnel management deals with human resources of a concern. Incontext to human resources, it manages both individual as well as blue- collarworkers.


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Personnel manager is the head of personnel department. Heperforms both managerial and operative functions ofmanagement. His role can be summarized as :

Personnel manager provides assistance to topmanagement- The top management are the people who decide and frame th primary policies of the concern. All kinds of policies related to personnel orworkforce can be framed out effectively by the personnel manager.

He advices the line manager as a staff specialist- Personnel manager acts like astaff advisor and assists the line managers in dealing with various personnelmatters. As a counsellor,- As a counsellor, personnel manager attends problems a grievances of employees and guides them. He tries to solve them in best of hiscapacity.


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Personnel manager acts as a mediator- He is a linking pin betweemanagement and workers. He acts as a spokesman- Since he is in direct contact with the

employees, he is required to act as representative of organization in committeeappointed by government. He represents company in training programmes.


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The objectives of an organization are guidelines of policies,procedures and functions and principles are the tools toaccomplish these objectives. The main objectives of anorganization to are to get maximum satisfaction out of itsavailable resources. The objectives of personnelmanagement may be classified in to 2(A) General Objectives:-The statement of general objectives expresses the basic philosophy of top

management towards the labour force engaged on the work and its deep underconviction as to the importance of the people in the organization and it include following as the most important objectives:-(1) Maximum individual development.(2) Desirable working relationship between employer and employee.

(3) Effective moulding of human resources as contrasted with Physical resources.


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(1) Maximum Individual development:- The employer should alwaysbe careful in developing the personality of each individual. They should be regas co-owners or partners of the organization and given a due importance in theorganization. Each individual differs in nature and management should recognhis or her individual ability and make use of such ability in an effective manne

(2) Desirable working relationship between employer andemployee:- So that they may co-operate the management and it is possible wthere is complete mental revolution. The personnel administrator should get itrealized to the top management that labour is human being and humanly treatmshould be given on the other hand management should get it realized to workethat they co-operate the management in accomplishing the goals of the manag

(3) Effective moulding of human resources as contrastedwith Physical resources:- Man is the only active factor of Productionwhich engages the other factors of Production to work. Therefore, managemenshould emphasize the effective utilization of human resources as contrasted wi

other physical resources so that maximum production at minimum cost is poss


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(B) Specific Objectives:-

(i) Selection of right type and number of persons.

(ii) Proper orientation and introduction of new employees to the organization their jobs.(iii) Organization of suitable training facilities for better job performance & to prepare the man to accept the challenge of higher job.(iv) Provision of better working conditions & other etc. so as to help to holdcompetent and qualifier personnel in the organization.(v) Provision of sound, fair and effective wages and salary administration andother incentives which will result in highest possible productivity of workers.(vi) A full & fair consideration should be given to an employee when his serv

are terminated or he leaves the organization.(vii) Good relations should be maintained with representative trade unions.(viii) Personnel research which keeps the management equipped with recentdevelopment and trends essential to take sound decisions without any further d

as regards personnel matters

hrm vs.personnel mgt

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