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Difference between hrm and pm on aug 03

Its personnel management and human resource management difference

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Difference between hrm and pm on aug 03
Personnel management can be defined as obtaining, using and
maintaining a satisfied workforce. It is a significant part of management
concerned with employees at work and with their relationship within the
organization.
“Personnel management is the planning, organizing,
compensation, integration and maintenance of people for
the purpose of contributing to organizational, individual
and societal goals.”
, “Personnel Management is that part which is
primarily concerned with human resource of
organization.”
Difference between hrm and pm on aug 03
Difference between hrm and pm on aug 03

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Difference between hrm and pm on aug 03

  • 2. Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.
  • 3. “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.”
  • 4. , “Personnel Management is that part which is primarily concerned with human resource of organization.”
  • 7. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organizations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce
  • 9. 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
  • 11. "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management
  • 12. 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
  • 13. 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.
  • 14. HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANAGEMENT HRM PM •HRM is proactive in nature. It is not only concerned with the present organizational conditions but foresees future necessities and then acts appropriately. •HRM as a resource centered activity focuses more on the managerial aspects in terms of delegating the responsibility of HRM to line authority and management 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 the existing force of the organization.
  • 15. •HRM emphasizes open minded contracts, which can be modified depending upon the demand of the business. Management assumes the responsibility to motivate the employees and constantly inspires performance based upon team spirit. •HRM is based on the principle that better 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 the workforce and the management; for example collective bargaining and employment contracts. •PM considers job satisfaction and morale as a source of better performance. It works on the foundation that a contended worker is a productive worker. HRM PM