The personnel management approach holds employee satisfaction as the key to keeping employees motivated, and institutes compensation, bonuses, rewards, and work simplification initiatives as possible motivators. Personnel management is independent from an organization. Jobs are designed on the basis of teamwork. Human tends to be an integral part of overall company function, while personnel management is often considered an independent function of an organization. The former encompasses a range of organisational activities like planning, staffing, developing, monitoring, maintaining, managing relationship and evaluating whereas the latter covers in itself the development part i.
This leader focuses more on procedures that must be followed, punishment form non-performance and non-compliance of rules and regulations and put figures and task accomplishments ahead of human factors such as personal bonding, interpersonal relationship, trust, understanding, tolerance and care. The difference, when acknowledged, between as philosophical. The tasks that are common within Personnel management, include the traditional, routine duties; thus, it is generally described as reactive, i. As the role of managing a workforce has evolved over the years, so have the titles and duties of the people handling employee-related activities. Labour-management Collective bargaining contracts Towards individual contracts 21. Human resource management holds that improved performance leads to employee satisfaction. Whereas personnel management is independent from an organization, the Human Resources Management is an integral part of a company or an organization.
Pay Job evaluation fixed grades Performance-related 19. It involves those activities that arrange and coordinates the human resources of an entity. You may be surprised to find out that some commentators and critics ask the same question. Human Resources As businesses expanded their understanding of how workers, their skills and costs affected strategic planning, they added more activities related to employee management. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce.
Function Reactive Proactive Objective To improve the performance of the employees. Managerial task vis-a-vis labour Nurturing Strategic aspects Line management 12. It promotes mutuality in terms of goals, responsibility, reward etc. Managerial task vis-a-vis labour Monitoring Nurturing 6. The opposite is true of human resources.
Lesson Summary Let's review what we've learned. In an organization, a group of people employers and employees work together with a common motive i. Here the behavior of the worker can be manipulated as per the core competencies of the organization and are replaced when they are worn-out. Traditional personnel management often focuses on managing a workforce from an administrative standpoint. Moderator's reply: Thanks for that valuable insight! Communication Restricted flow Increased flow 24. It emphasizes on combination of human energies and competencies. .
Job categories and grades Many Marginalized with exception of some bargaining for change models Few 23. Human values and individual needs are given priority. Job design Division of labour Teamwork 25. Nowadays, there are many organisations work for the human resource development of employees from the day they join the enterprise, and the process continues, until the end of their employment term. Personnel management focuses on administrating people. This leads to fixation of work conditions applicable for all, and not necessarily aligned to overall corporate goals.
On the other hand, remaining critics, after thorough inspection, have noted major differences between personnel management and human resource management. Here, the pay is designed to encourage continuous job performance and improvement which is linked to value-added incentives such as gain sharing schemes, group profit sharing and individual incentive plans. Rather than install an artificial glass ceiling, the ultimate potential of each employee is gauged, then fitted to a position that takes full advantage of their talents and ongoing evolution. Further, personnel managers typically played the role of mediators between the management and the employees and hence there was always the feeling that personnel management was not in tune with the objectives of the management. Personnel management refers to the functions that many employers refer to as. Personnel management assumes people as a input for achieving desired output.
Just by seeing the year of the Act enacted, one can understand when it came into force and how the legislators had understanding about the production of interest employees and how to safeguard them against exploitation by the employers and also how to provide quality of work life, safe working conditions, basic wages and compensation in case of death of employee in the course of employment. He has been a college marketing professor since 2004. In personal management, people are working individually towards their personal goals while in human resource management, a lot of people are working towards one common goal, sharing common interests and aims. The Scope of Services Human Resource Management is broader in scope than Personnel Management. Some experts assert that there is no difference between and management. Nowadays, it is very challenging to retain and maintain good employees for a long time as they are fully aware of their rights and any organization cannot treat them like machines. Under personnel management, personnel function is undertaken for employee's satisfaction.