Differentiate Between Personnel Management And Human Resource Management

It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an

Human resources management is getting more and more attention. In the mature system of economic development, human resources management must cooperate to strive for the best resource benefits, if the inappropriate staffing inappropriate positions, resource efficiency is not only, or may be depleted. The modern economy emphasizes balance and cooperation to improve management efficiency and quality, it

Scott, Clothier and Spriegel (2002) have defined Human Resource Management as that branch of management that is responsible of operations which are mainly concerned with the relationship of management to employees and employees and to employees with development of the individual and the group. People are responsive, they think, feel and act moreover cannot be operated like machines. They therefore need a tactful handling by personnel management.

Personnel Management managed all of this, but they were purely a staff function with no involvement in company strategy or operation aspects. For that reason, the transition from Personnel Management to Human Resource Management occurred. Human Resource Management had similar responsibilities as Personnel Management, but they were more specific and detailed. The jobs were also more important than Personnel Managements. The main difference from the two was that HRM was directly interlinked to the core business operations and Personnel Management had no involvement (Nayab). To this day, companies across the world require a Human Resource Management department in order for their company to run smoothly and successfully. If there had been no creation of Personnel Management or HRM who knows how it might have affected companies today.

The Human Resources Management (HRM) area of business focuses on utilizing people as business resources. The HRM is

Personnel management is an administrative function that involves the planning and organizing, directing and controlling the performance of operational functions in-order for an organization to achieve its objectives( Edwin B. Flippo, Principles of Personnel Management) therefore, it involves administrative hiring and developing of employees who become valuable to the organization.

Human resource (HR) management is the efficient use of human resources in an organization through the management of people related activities.Human resource management is a fundamental and tactical organizational activity of increasing complexity and significance.

Human Resources Management (HRM) terms had widely replace personnel management (PM) as in the process of managing people in the organizations. What actually is human resources management? Well, it is said that human resources management is an organization’s most valuable asset. Organization thinks that human resources department plays a huge role in terms of staffing, training and assisting to manage people so that the employee and the organization are capable to maximize the resources in the organization. (McNamara, 1998). Besides, in the global business, human resources management had effectively replaced other management traditions like Industrial Relations (IR) and Personnel Management (PM) as a tool to reshape

One of the most useful definitions of Human Resources Management (HRM) is “ HRM involves all management decisions and practices that directly affect or influence the people or Human resources who work for the organization”. - By Fisher,

It is prominently known as Traditional Personnel Management. Human Resource Management have risen as an expansion over the Traditional Personnel Management. Personnel Management is a piece of administration that arrangements with the enlistment, employing, staffing, advancement and pay of the workforce and their connection with the association to accomplish the authoritative destinations. The essential elements of the personnel management are separated into two classifications: Agent Functions: The exercises that are worried with obtainment, improvement, remuneration, work assessment, worker welfare, usage, upkeep and aggregate bartering. Administrative Function: Planning, Organizing, Directing, Motivation, Control and Coordination are the essential administrative exercises performed by Personnel Management. From the most recent two decades, as the advancement of innovation has occurred and the people are supplanted by machines. Essentially, this branch of administration has likewise been superseded by Human Resource

and the human resource department the human resource manager is concerned and bothered about the employees satisfaction ,they think that employees are not source but they take them as very important persons to procure desired results ,the best training is given to them .in this way not only ADDECO each and every organisation is associated with theses particular departments which are very essential to develop the company

Human Resource Management is the function within an organization that focuses on the recruitment of, management of, providing direction for the people who work in an organization and by providing the leadership and advice, knowledge, necessary tools, training, administration, coaching, legal and management advices. The primary objective of HRM is to ensure the availability of appropriate man power for right jobs so as the organizational goals are achieved effectively.

• Personnel management can be measured as re-active, in the way that it presents concerns and demands as they occur. On the contrary, Human resource management can be stated to be pro-active, as it concerns to the on-going advancements of the company’s strategies for improving a company’s workforce.

HR is another world called as personnel administrator. The business policies & procedures are conveyed by the admin staff to the employee of the company. The business house aim is successful which will result is quarter efficiency, productivity & resources. The factor & foremost goal of personnel administration is to organize all employees is much or way that allows them to cooperate & complete tasks is the text way possible.

Managing people also called Human Resource Management is skill that require manager acknowledge that the humans is an important of working within