The Similarities and Differences of Between Personnel Management and Human Resource Management.
From Zambia
From Zambia
2
Hi there, HR manager is the new name for Personnel Mgr. No difference as such :) Regards, Gurinder
From India, Gurgaon
From India, Gurgaon
well i think personnel is managing compensation, personal files etc., while HR management is more related with development aspects. still i want more clarification.. regs, nidhi
From India, Jaipur
From India, Jaipur
Hi
I have read the book written by C.B. Memoria, I am not sure but the first edition was in 1966. In that book I found all the development functions which have to be done by Personnel Managers.
Now the real situation of the market is that HR MANAGERS would like to do developmental work but most organizations are not interesting to expend money on welfare activitiies so HR managers feels frustration and do only compensation & documentation functions.
I would like to quote one instance here that ;
We read about many Performance Appraisal System but we used most probably SELF APPRAISAL SYSTEM only.
One 360 appraisal system is very popular but I have not seen it in practice. As I am working in Industrial Town / NCR so I am in touch of many HR managers but no one found who are using 360 degree appraisal system. Even in the automobile company are not being used this 360 Deg. AP. SYS.
Then there is no logic to say that functions of HR is different from Personnel. It is baseless & useless discussion in my opinion.
ONE LOGIC is HERE :
If Personnel Managers does not involve in developmental work then how can we reach this advance stage. Today where we are standing it is the result of past experience. And in past facilitators were called Pers. Mgrs.
Regards
L.C. Pal
From India, Delhi
I have read the book written by C.B. Memoria, I am not sure but the first edition was in 1966. In that book I found all the development functions which have to be done by Personnel Managers.
Now the real situation of the market is that HR MANAGERS would like to do developmental work but most organizations are not interesting to expend money on welfare activitiies so HR managers feels frustration and do only compensation & documentation functions.
I would like to quote one instance here that ;
We read about many Performance Appraisal System but we used most probably SELF APPRAISAL SYSTEM only.
One 360 appraisal system is very popular but I have not seen it in practice. As I am working in Industrial Town / NCR so I am in touch of many HR managers but no one found who are using 360 degree appraisal system. Even in the automobile company are not being used this 360 Deg. AP. SYS.
Then there is no logic to say that functions of HR is different from Personnel. It is baseless & useless discussion in my opinion.
ONE LOGIC is HERE :
If Personnel Managers does not involve in developmental work then how can we reach this advance stage. Today where we are standing it is the result of past experience. And in past facilitators were called Pers. Mgrs.
Regards
L.C. Pal
From India, Delhi
it is all about what you do rather than what you name it
HR manager is suppose to perform wider task has to monitor multiple aspects of organization and the surrounding environment if HR manager cannot talk money well he is personal manager or say admin executive
i am facilitator of hr in my company i monitor and appraise performance conduct training and solve grievance i have developed kra base reward system right from security to sweeper for 11 months i worked on my top managment tussled and had fight but i proved my place.... i have two people who looks after legal and admin work today for me my work is to develop system, people and organization due to one single reason i speak money
you take accountability of your work opt for HR Accounting... we deal with most sensitive resource in our company you should explain your efforts in terms of productivity and profitability develop a system which links person to profitability and if ever you succeed in retaining and maintaining best
take credit of good practices and strategies implemented in acquiring best human capital...
it tough but we have to do it other wise HR manager will be like highly paid data entry operator
From India, Ahmadabad
HR manager is suppose to perform wider task has to monitor multiple aspects of organization and the surrounding environment if HR manager cannot talk money well he is personal manager or say admin executive
i am facilitator of hr in my company i monitor and appraise performance conduct training and solve grievance i have developed kra base reward system right from security to sweeper for 11 months i worked on my top managment tussled and had fight but i proved my place.... i have two people who looks after legal and admin work today for me my work is to develop system, people and organization due to one single reason i speak money
you take accountability of your work opt for HR Accounting... we deal with most sensitive resource in our company you should explain your efforts in terms of productivity and profitability develop a system which links person to profitability and if ever you succeed in retaining and maintaining best
take credit of good practices and strategies implemented in acquiring best human capital...
it tough but we have to do it other wise HR manager will be like highly paid data entry operator
From India, Ahmadabad
Personnel management is the terminology used in public sector organizations whereas HR is used in private sector. Plus 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.human resources is much broader in scope than personnel management.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.
But at the same time these are very subtle differences and if you are offered a job of personnel manager, you will be required to do the same work as HR.
From India, Mumbai
But at the same time these are very subtle differences and if you are offered a job of personnel manager, you will be required to do the same work as HR.
From India, Mumbai
i wud say personnel management was the earlier name that was gvn to human resource management..thou thr r a no of differences..
1)the main responsibility of PF relates to salary and job administration.whereas the main responsibilty of Human resource Manangement relates to HRs, peoples system and process of the total organisation.
2)The main task of PF is to respond to the demands(coping function).Whereas the main role of HRS is to develop enabling capabilities(proactive role)
3)PF believes ppl in an organisation are motivated mainly by personnel function..whereas on the othr side it believes ppl are motivated by challenges and opportunities for development and creativity.
From India, Delhi
1)the main responsibility of PF relates to salary and job administration.whereas the main responsibilty of Human resource Manangement relates to HRs, peoples system and process of the total organisation.
2)The main task of PF is to respond to the demands(coping function).Whereas the main role of HRS is to develop enabling capabilities(proactive role)
3)PF believes ppl in an organisation are motivated mainly by personnel function..whereas on the othr side it believes ppl are motivated by challenges and opportunities for development and creativity.
From India, Delhi
What Bhawana says is more correct than the others, but not quite.
Personnel Management originally meant to deal with day-to-day problems relating to personnel administration, payroll, trade union relations, etc. which was 'coping'; later Human Resources Management evolved, which concentrated on developing human resources, i.e. employees, through training and development, personnel appraisal, job enhancement, etc., i.e. 'developing' personnel.
Sometimes the functions are further divided, i.e. you had a Personnel Manager looking after the day-to-day 'coping' problems, a Labour Relations Officer who looked exclusively after trade union and related industrial relations problems, and a Human Relations Manager looking after 'development' issues; this is usually in large organizations where separate managers are required to look after each set of issues effectively.
However, in smaller organizations, there is usually only one single manager, called either the Personnel Manager or the HRD Manager, who himself looks after all the above issues, because he is able to do so effectively.
I hope this explains the situation a little better.
Jeroo
From India, Mumbai
Personnel Management originally meant to deal with day-to-day problems relating to personnel administration, payroll, trade union relations, etc. which was 'coping'; later Human Resources Management evolved, which concentrated on developing human resources, i.e. employees, through training and development, personnel appraisal, job enhancement, etc., i.e. 'developing' personnel.
Sometimes the functions are further divided, i.e. you had a Personnel Manager looking after the day-to-day 'coping' problems, a Labour Relations Officer who looked exclusively after trade union and related industrial relations problems, and a Human Relations Manager looking after 'development' issues; this is usually in large organizations where separate managers are required to look after each set of issues effectively.
However, in smaller organizations, there is usually only one single manager, called either the Personnel Manager or the HRD Manager, who himself looks after all the above issues, because he is able to do so effectively.
I hope this explains the situation a little better.
Jeroo
From India, Mumbai
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