Hi Every body, Please send the difference between HR & Personnel. Thanks K.Jayaprakash 9994215920
From India
From India
While digging for the difference between Human Resources and Personnel, you are most likely going to get very divergent views, depending on which sphere of experts you question. While some strongly affirm that there is no difference between the two, others will recognize the variance, but will still acknowledge the unmistakable similarities. In lay terms however, there’s a general tendency to use the terms interchangeably.
The difference, when acknowledged, between HR and Personnel, is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR’s primary goals is to provide a suitable environment for employees to fully utilize their skills, and work at maximum efficiency levels.
The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i.e. only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company’s workforce more efficiently. It is, therefore, generally considered proactive. There’s an ongoing development of policies, functions and skill assessment’s all aimed at improving the company’s workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered as an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company’s senior level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation and a standard paid annual leave, in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups and efficient strategies to meet challenges.
From India, Gurgaon
664The difference, when acknowledged, between HR and Personnel, is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR’s primary goals is to provide a suitable environment for employees to fully utilize their skills, and work at maximum efficiency levels.
The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i.e. only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company’s workforce more efficiently. It is, therefore, generally considered proactive. There’s an ongoing development of policies, functions and skill assessment’s all aimed at improving the company’s workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered as an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company’s senior level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation and a standard paid annual leave, in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups and efficient strategies to meet challenges.
From India, Gurgaon
Hi,
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.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
Cheers,
Padma
From India, Hyderabad
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.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
Cheers,
Padma
From India, Hyderabad
Personnel is more of admin, wage administration, compliances with law etc..
On the other hand, HR is all this plus a lot many activities...employee motivation, training (soft skills etc), employee engagement, fun activities etc..
Cheerz,
Padma
From India, Hyderabad
On the other hand, HR is all this plus a lot many activities...employee motivation, training (soft skills etc), employee engagement, fun activities etc..
Cheerz,
Padma
From India, Hyderabad
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.
With Regards
Phanindra
From India, Hyderabad
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.
With Regards
Phanindra
From India, Hyderabad
Dear Friends,
HR& PERSONNEL Concept are almost same.HR is the new born baby of Personnnel.
Personnel:
1.It's Ancient concept of dealing with People.
2.Personnel treat workers are toll for organisation.
3.It things workers are used only for organisation profilt.3
4.If workers involve in misconduct the punishment will be high.
HR :
1.Mordern concept of dealing with Workers.
2.HR concept treat the workers are not only used for production and they are called assert of the company.
3.It deal workers not only a man,thing about the physical,psychological,social and economical factors.
4.Used various HR concept like employee counselling,employee relations,reward,award etc.
5.If workers involve in misconducts they are given chance to understand they importance.
From India, Bangalore
HR& PERSONNEL Concept are almost same.HR is the new born baby of Personnnel.
Personnel:
1.It's Ancient concept of dealing with People.
2.Personnel treat workers are toll for organisation.
3.It things workers are used only for organisation profilt.3
4.If workers involve in misconduct the punishment will be high.
HR :
1.Mordern concept of dealing with Workers.
2.HR concept treat the workers are not only used for production and they are called assert of the company.
3.It deal workers not only a man,thing about the physical,psychological,social and economical factors.
4.Used various HR concept like employee counselling,employee relations,reward,award etc.
5.If workers involve in misconducts they are given chance to understand they importance.
From India, Bangalore
Dear Friend
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management".
Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.
Personnel Management could also be seen as a independent way of managing.
rgds
Vinod
From India, Madras
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management".
Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.
Personnel Management could also be seen as a independent way of managing.
rgds
Vinod
From India, Madras
In Personnel you will mostly work like admin, wage administration, compliances with law etc..
But in other side,HR is a Professional & in it you will find many activities like employee motivation, training (soft skills etc),Appriasal System ( according to employee's skill & competancy matrix), employee engagement, fun activities etc.
Thanks & Regards
Sandeep Kumar Dwivedi
From India, Delhi
But in other side,HR is a Professional & in it you will find many activities like employee motivation, training (soft skills etc),Appriasal System ( according to employee's skill & competancy matrix), employee engagement, fun activities etc.
Thanks & Regards
Sandeep Kumar Dwivedi
From India, Delhi
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