HND Business Human resource management

Topics: Human resource management, Human resources, Recruitment Pages: 24 (5382 words) Published: April 29, 2014


Difference between Human Resources and
Personnel management
(1.1)
Personnel Management
Personnel Management is essentially an administrative record-keeping function, at the ground level. Personnel Management professionally manages employee’s activities for individual departments for example in Bhs you will have a personal manger for customer services. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success. Human Resource Development –

Human resource management is concerned with the Training, promotion development and implementation of people strategies, which are incorporated with business strategies, and guarantees that the culture, values and structure of the organization, and the quality, incentives and commitment of its members contribute fully to the achievement of its goals.

Human Resources Management is focused with carrying such task as, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development. But, the Human Resources method performs these functions in distinct way, when compared with Personnel management. Personnel management is about the continuance of personnel and administrative systems, Human Resources Management is about the anticipation of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change.

Differences between Personnel management and Human Resources management

Personnel management is more workforces focused, aimed mainly at the organization’s employees; such as, arranging for them to be paid, and justifying management’s actions etc. Whereas, Human Resources management is more resource centered, Personnel Management is fundamentally an operational function, concerned principally with carrying out the day to day people management activities. While on the other hand, Human Resources Management is strategic in nature, that is, being concerned with directly assisting an organization to gain competitive advantage. HRM is a more strategic and proactive form whereas personnel management is a reactive.

Human Resources Management has been considered as the strategic and logical approach to the management of an organization's most valued.

The personnel management has functions which are conventional and systematic whereas HRM deals with innovative ideas and are committed to enforcing better business conditions. Personnel management has evolved from being an independent function of the company to human recourses management which is an integral part of the company.

20 Points of Difference between Personnel Management & HRD

Dimension
Personnel Management
Human Resource Development
Beliefs & Assumptions
1.
Contract
Careful delineation of written contracts
Aim to go ‘beyond contracts’
2.
Rules
Importance of devising clear rules
‘Can-do’ outlook; impatience with ‘rule’
3.
Guide to management Action
Procedures
Business – need
4.
Behaviour Referent
custom & practice
Values/Mission
5.
Managerial Task vis-à-vis Labour
Monitoring
Nurturing
6.
Conflict
Institutionalized
De-emphasized

STRATEGIC ASPECTS
7.
Key Relations
Labour Management
Customer
8.
Corporate Plan
Marginal to
Central to
9.
Speed of Decision
Slow
Fast

LINE MANAGEMENT
10.
Management Role
Transactional
Transformational leadership
11.
Key Managers
Personnel/IR Specialists
General/business/line managers
12.
Communication
Indirect
Direct
13.
Standardisation
High (e.g. ‘parity’ an issue)
Low (e.g. ‘parity’ not seen as relevant)
14.
Prized management skills
Negotiation
Facilitation
KEY LEVERS
15.
Selection
Separate, marginal task
Integrated, key task
16.
Pay
Job Evaluation (fixed grades)
Performance – related
17....

References: Phillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005.
Johnston, John. Time to Rebuild Human Resources. Business Quarterly. Winter 1996.
Mathis, Robert L., and John H. Jackson. Human Resource Management. Thomson South-Western, 2005
Ulrich, Dave. Delivering Results: A New Mandate for HR Professionals. Harvard Business School Press, 1998.
Gary, Dessler. Human resource management, Eleventh Edition 2005
Subba, rao. Essentials of HR Management and Industrial Relations, Fourth Edition 2007
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