Hi everyone,
Can someone tell me the difference between HRM and Personnel Management? I have to do a presentation with two other partners about this. Could you please give me some ideas? Thanks for your help anyway. God bless you! :D
From United Kingdom,
Acknowledge(0)
Amend(0)
Can someone tell me the difference between HRM and Personnel Management? I have to do a presentation with two other partners about this. Could you please give me some ideas? Thanks for your help anyway. God bless you! :D
From United Kingdom,
Acknowledge(0)Amend(0)
To my knowledge, a difference exists between Personnel Management and Human Resources Development, but at times I come across the terms HRM and HRD being used interchangeably.
According to P. C. Tripathi (2002), Human Resources Development, Sultan Chand & Sons:
1) PM is traditional, routine, maintenance-oriented, administrative function whereas HRD is a continuous, ongoing development function aimed at improving human processes.
2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.
3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning, and advancing continuously.
4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions.
5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.
6) Important motivators in PM are compensation, rewards, job simplification, and so on. HRD considers work groups, challenges, and creativity on the job as motivators.
7) In PM, improved satisfaction is considered to be the cause for improved performance, but in HRD, it is the other way round (performance is the cause, and satisfaction is the result).
Hope this helps you. :)
Acknowledge(0)Amend(0)
According to P. C. Tripathi (2002), Human Resources Development, Sultan Chand & Sons:
1) PM is traditional, routine, maintenance-oriented, administrative function whereas HRD is a continuous, ongoing development function aimed at improving human processes.
2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.
3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning, and advancing continuously.
4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions.
5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.
6) Important motivators in PM are compensation, rewards, job simplification, and so on. HRD considers work groups, challenges, and creativity on the job as motivators.
7) In PM, improved satisfaction is considered to be the cause for improved performance, but in HRD, it is the other way round (performance is the cause, and satisfaction is the result).
Hope this helps you. :)
Acknowledge(0)Amend(0)
Hi Maggi, Please check your mail. Go through the content & give me a feedback on its utility to you. Shankar Anappindi 91 - 40 - 09849 669966 HR Executive KARVY Group
From India, Visakhapatnam
Acknowledge(0)Amend(0)
3From India, Visakhapatnam
Acknowledge(0)Amend(0)
Lion, My fd said HRD is diferent to HRM, is it true?? Do u know more abt HRM instead of that, can u give me some more information???If u have,please send me a.s.a.p. Thanks 8)
From United Kingdom,
Acknowledge(0)Amend(0)
From United Kingdom,
Acknowledge(0)Amend(0)
Please can you send me the 27 differences between Personnel and HRD??? I’m doing my dissertation on the HR Business Partner role. Any info would be really appreciated.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Please find enclosed the differences between HR & Personnel Management. Shankar Anappindi 0 9849 669966 Asst. Manager - HR KARVY Group HYDERABAD Andhra Pradesh INDIA
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Ms. Parimala,
You can find the document attachment on page 1 of the previous page. If you still face a problem, please let me know.
Shankar Anappindi
0 9849 669966
Asst. Manager - HR
KARVY Group
Hyderabad
Andhra Pradesh
INDIA
From India, Visakhapatnam
Acknowledge(0)Amend(0)
You can find the document attachment on page 1 of the previous page. If you still face a problem, please let me know.
Shankar Anappindi
0 9849 669966
Asst. Manager - HR
KARVY Group
Hyderabad
Andhra Pradesh
INDIA
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Hi Shankar,
There is no attachment with your first-page forum message. So, if you post it again in the forum or library, it will be of great use to everyone. Thank you for your posting. Have a nice time.
From India, Vadodara
Acknowledge(0)Amend(0)
There is no attachment with your first-page forum message. So, if you post it again in the forum or library, it will be of great use to everyone. Thank you for your posting. Have a nice time.
From India, Vadodara
Acknowledge(0)Amend(0)
Hello Sreenivasan, Find enclosed is the document. Shankar Anappindi 0 9849 669966 Asst. Manager - HR KARVY Group Hyderabad Andhra Pradesh INDIA
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Hi, Their is difference between HRM and Personnel Management. Kindly englithen me the differences.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Here is the corrected version of the user input with proper spelling, grammar, and paragraph formatting:
---
Me too... me too... me tooo
at
😂 Why don't you try uploading it here again... or just copy and paste the stuff... this forum has more than 200 members who would be interested... I wonder how and when will you send it to everyone 😉
---
From India, Mumbai
Acknowledge(0)Amend(0)
---
Me too... me too... me tooo
at
😂 Why don't you try uploading it here again... or just copy and paste the stuff... this forum has more than 200 members who would be interested... I wonder how and when will you send it to everyone 😉
---
From India, Mumbai
Acknowledge(0)Amend(0)
Hello people,
I think Shankar has sent me that mail twice to my email ID. So, I thought of helping him by posting this different content mail to you all on behalf of Shankar. I have attached the document. Please take a look at it again.
From India, Vadodara
Acknowledge(0)Amend(0)
I think Shankar has sent me that mail twice to my email ID. So, I thought of helping him by posting this different content mail to you all on behalf of Shankar. I have attached the document. Please take a look at it again.
From India, Vadodara
Acknowledge(0)Amend(0)
Hi, my name is Benaifar, and I am completely new to this forum. There isn't much in terms of input I can give; I have been reading the posts and comments because I am a complete novice. I have no work experience in this field. I am an M.A. in Industrial Psychology and I am planning to pursue a career in HR as it complements what I have studied. But I am very confused as to how.
There are courses in HRD as well as HRM. So which do I go for? I don't want to do an MBA. I have been looking at courses both in the UK and US; they have many nice courses in both HRM and HRD. While all courses in the UK are for a year, most in the US are for two years. Can anybody help? Please?
Thanks!
From India, Mumbai
Acknowledge(0)Amend(0)
There are courses in HRD as well as HRM. So which do I go for? I don't want to do an MBA. I have been looking at courses both in the UK and US; they have many nice courses in both HRM and HRD. While all courses in the UK are for a year, most in the US are for two years. Can anybody help? Please?
Thanks!
From India, Mumbai
Acknowledge(0)Amend(0)
Benaifer, there is a huge difference between study courses of US & UK systems. Whilst both are knowledgeable, most of the US work ethics and practices are limited to huge US multinationals. As you are not planning to do an MBA, I would strongly suggest you study only from that region where you plan to work. As far as Indian work culture is concerned, most of what we adapt is a mix of both US & UK culture, but predominantly UK systems are what we follow.
Best wishes
From India, Mumbai
Acknowledge(0)Amend(0)
Best wishes
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for the quick reply.
Well, there are chances that I might not get a job there. I might have to come back. Will it hamper my prospects here if I do not manage to get a job there?
Benaifar
From India, Mumbai
Acknowledge(0)Amend(0)
Well, there are chances that I might not get a job there. I might have to come back. Will it hamper my prospects here if I do not manage to get a job there?
Benaifar
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Colleagues, I did upload the document many a times. Let me know where should I upload it permanantly. Shankar Anappindi 0 9849 669966 Asst. Manager - HR KARVY Group Hyderabad India
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Hi Shankar,
I know how many times you have uploaded it. So maybe I can tell you to just ask CHR and upload it in the library. I do not know how to do that manually, so ask him. It will be easy for people. But I really have to say that it was a good file, different, and required patient work from you in uploading it many times.
From India, Vadodara
Acknowledge(0)Amend(0)
I know how many times you have uploaded it. So maybe I can tell you to just ask CHR and upload it in the library. I do not know how to do that manually, so ask him. It will be easy for people. But I really have to say that it was a good file, different, and required patient work from you in uploading it many times.
From India, Vadodara
Acknowledge(0)Amend(0)
Traditionally, the practice was of Welfare which then moved on to Personnel Management. This transition occurred due to new laws and legal requirements that mandated the maintenance of information about employees, including recording time, absences, and other related data. Following this evolution, HRM emerged, encompassing both welfare and personnel management and extending into the strategic realm.
HRD has a broader impact in terms of meaning. HRD involves developing the workforce's skill sets, vocations, etc., at the local, state, and national levels to ensure the availability of necessary skills.
From India, Bangalore
Acknowledge(0)Amend(0)
HRD has a broader impact in terms of meaning. HRD involves developing the workforce's skill sets, vocations, etc., at the local, state, and national levels to ensure the availability of necessary skills.
From India, Bangalore
Acknowledge(0)Amend(0)
Hi people,
Again, on behalf of Shankar, I am putting this post online. Please read it. I want to tell you about the mistake I have made. If you try to view the attachment without logging in, you cannot see the attachment. So, please log in to view it. After logging in, you will be able to see it. Also, I recommend checking the attachments before posting to ensure you are familiar with them.
From India, Vadodara
Acknowledge(0)Amend(0)
Again, on behalf of Shankar, I am putting this post online. Please read it. I want to tell you about the mistake I have made. If you try to view the attachment without logging in, you cannot see the attachment. So, please log in to view it. After logging in, you will be able to see it. Also, I recommend checking the attachments before posting to ensure you are familiar with them.
From India, Vadodara
Acknowledge(0)Amend(0)
Hello there! Could you be kind enough to give me those 27 differences between Pm and HRM..it would really help me a lot in making a presentation..thanks so much for your help Best regards, Nandan
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
The main difference between HR and Personnel Management is the way we look at our staff. Previously, staff were looked at as employees (mainly during the industrial revolution). The main aim was to get the best out of the employees with the best cost (obviously the lowest).
Now we look at the staff as resources for the company. They are considered assets to the organization, and we aim at providing the best environment to help the staff get the best out of them. It's basically the change in the way we looked at people.
Niranjan
From India, Madras
Acknowledge(0)Amend(0)
Now we look at the staff as resources for the company. They are considered assets to the organization, and we aim at providing the best environment to help the staff get the best out of them. It's basically the change in the way we looked at people.
Niranjan
From India, Madras
Acknowledge(0)Amend(0)
Sangeetha Ji!
The attachment is on the 9th page. If you try to view the attachment without logging in, you cannot see it. Please log in to view it. Then, take a look before posting to familiarize yourself with the attachments.
Shankar
From India, Visakhapatnam
Acknowledge(0)Amend(0)
The attachment is on the 9th page. If you try to view the attachment without logging in, you cannot see it. Please log in to view it. Then, take a look before posting to familiarize yourself with the attachments.
Shankar
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Thank you for the file; it was really helpful. In my opinion, the basic difference between Labor/personnel management and HRM is not so much in the modus operandi as it is in the different stages of evolution of the subject itself, as well as the perception and attitude towards it. HRM represents a far more developed stage of this subject, which is extremely novice in the arena.
Regards,
Manish
From India, Madras
Acknowledge(0)Amend(0)
Regards,
Manish
From India, Madras
Acknowledge(0)Amend(0)
Dear Shankar,
I have registered today. I am not getting the file of 27 differences between HRD & personnel management. Will you please send the 27 differences between HRD & Personnel management?
Regards,
Abdul
From India, Chennai
Acknowledge(0)Amend(0)
I have registered today. I am not getting the file of 27 differences between HRD & personnel management. Will you please send the 27 differences between HRD & Personnel management?
Regards,
Abdul
From India, Chennai
Acknowledge(0)Amend(0)
Hi,
I'm a new user of this site. You have mentioned that you have material on the difference between PM and HRM. I request you to kindly email me as well. I'll be really thankful to you.
Bye :D Hope to get a reply from your side.
Acknowledge(0)Amend(0)
I'm a new user of this site. You have mentioned that you have material on the difference between PM and HRM. I request you to kindly email me as well. I'll be really thankful to you.
Bye :D Hope to get a reply from your side.
Acknowledge(0)Amend(0)
Dear Swati,
The conceptual difference between PM and HRM is that PM is reactive, prescriptive, and administrative and has a control-based approach, whereas HRM is proactive, descriptive, and has a compliance-based approach. PM is people-oriented, whereas HRM is human capital-oriented. PM views employees as economic men, whereas HRM views them as social and psychological men as well. PM views employees as commodities, whereas HRM views them as assets. PM views employees as a cost center, whereas HRM views them as a profit center.
From India, Kuttanallur
Acknowledge(0)Amend(0)
The conceptual difference between PM and HRM is that PM is reactive, prescriptive, and administrative and has a control-based approach, whereas HRM is proactive, descriptive, and has a compliance-based approach. PM is people-oriented, whereas HRM is human capital-oriented. PM views employees as economic men, whereas HRM views them as social and psychological men as well. PM views employees as commodities, whereas HRM views them as assets. PM views employees as a cost center, whereas HRM views them as a profit center.
From India, Kuttanallur
Acknowledge(0)Amend(0)
Please make a correction.It is not personal management but it is personnel management.Sorry to point out an error.Thanks Prof.Dr.Christopher Daniel :o
From India, Coimbatore
Acknowledge(0)Amend(0)
From India, Coimbatore
Acknowledge(0)Amend(0)
According to the "HRM Practice by Michael Armstrong 8th edition, 2001, ISBN 0 74943393 0", the differences between PM & HRM can be seen as a matter of emphasis and approach rather than one of substance. Or, as Hendry and Pettigrew (1990) put it, HRM can be perceived as a "perspective on personnel management and not personnel management itself".
From her review of the literature, Legge (1989) has identified three features which seem to distinguish HR & PM:
1. PM is an activity aimed primarily at non-managers whereas HRM is less clearly focused but is certainly more concerned with managerial staff.
2. HRM is much more of an integrated line management activity whereas PM seeks to influence line management.
3. HRM emphasizes the importance of senior management being involved in the management of culture whereas PM has always been rather suspicious of organization development and related unitarist, social-psychologically orientated ideas.
From Mongolia, Ulaanbaatar
Acknowledge(0)Amend(0)
From her review of the literature, Legge (1989) has identified three features which seem to distinguish HR & PM:
1. PM is an activity aimed primarily at non-managers whereas HRM is less clearly focused but is certainly more concerned with managerial staff.
2. HRM is much more of an integrated line management activity whereas PM seeks to influence line management.
3. HRM emphasizes the importance of senior management being involved in the management of culture whereas PM has always been rather suspicious of organization development and related unitarist, social-psychologically orientated ideas.
From Mongolia, Ulaanbaatar
Acknowledge(0)Amend(0)
Hi Maggie,
According to the "HRM Practice" by Michael Armstrong, 8th edition, 2001, ISBN 0-74943393-0, the differences between PM and HRM can be seen as a matter of emphasis and approach rather than one of substance. Or, as Hendry and Pettigrew (1990) put it, HRM can be perceived as a perspective on personnel management and not personnel management itself.
From her review of the literature, Legge (1989) has identified three features that seem to distinguish HR and PM:
1. PM is an activity aimed primarily at non-managers, whereas HRM is less clearly focused but is certainly more concerned with managerial staff.
2. HRM is much more of an integrated line management activity, whereas PM seeks to influence line management.
3. HRM emphasizes the importance of senior management being involved in the management of culture, whereas PM has always been rather suspicious of organization development and related unitarist, social-psychologically orientated ideas.
Good luck,
Enke
ttochir@yahoo.com
From Mongolia, Ulaanbaatar
Acknowledge(0)Amend(0)
According to the "HRM Practice" by Michael Armstrong, 8th edition, 2001, ISBN 0-74943393-0, the differences between PM and HRM can be seen as a matter of emphasis and approach rather than one of substance. Or, as Hendry and Pettigrew (1990) put it, HRM can be perceived as a perspective on personnel management and not personnel management itself.
From her review of the literature, Legge (1989) has identified three features that seem to distinguish HR and PM:
1. PM is an activity aimed primarily at non-managers, whereas HRM is less clearly focused but is certainly more concerned with managerial staff.
2. HRM is much more of an integrated line management activity, whereas PM seeks to influence line management.
3. HRM emphasizes the importance of senior management being involved in the management of culture, whereas PM has always been rather suspicious of organization development and related unitarist, social-psychologically orientated ideas.
Good luck,
Enke
ttochir@yahoo.com
From Mongolia, Ulaanbaatar
Acknowledge(0)Amend(0)
First, you have to correct the spelling of "personal." That is Personnel.
Major difference between HRM and Personnel Management. Personnel Management is directly related to the management of people, but HRM is related to the management of attitude, behavior, skills, abilities, creativity, qualities, etc.
Personnel management views man as an economic person, but HRM views a person as having emotions, talents, social and psychological factors, and more.
Personnel management treats employees as a cost center and controls the cost of personnel in the organization. In HRM, employees are treated as a profit center, and investments are made in HR development.
Personnel Management utilizes employees for organizational benefit, but HRM utilizes them for mutual benefit for both the organization and employees.
From India, Bhopal
Acknowledge(0)Amend(0)
Major difference between HRM and Personnel Management. Personnel Management is directly related to the management of people, but HRM is related to the management of attitude, behavior, skills, abilities, creativity, qualities, etc.
Personnel management views man as an economic person, but HRM views a person as having emotions, talents, social and psychological factors, and more.
Personnel management treats employees as a cost center and controls the cost of personnel in the organization. In HRM, employees are treated as a profit center, and investments are made in HR development.
Personnel Management utilizes employees for organizational benefit, but HRM utilizes them for mutual benefit for both the organization and employees.
From India, Bhopal
Acknowledge(0)Amend(0)
Dear Maggie,
Can you please forward to me the Word document on the 27 differences between Personnel Management and HRM if you have received the same from Mr. Shankar to my following email ID: rasaro72@yahoo.co.in.
With regards,
R. Saravanan
Acknowledge(0)Amend(0)
Can you please forward to me the Word document on the 27 differences between Personnel Management and HRM if you have received the same from Mr. Shankar to my following email ID: rasaro72@yahoo.co.in.
With regards,
R. Saravanan
Acknowledge(0)Amend(0)
Hi,
I request you to please help me in getting the document "The difference between HRM and Personnel Management."
I kindly ask you to forward the document to any of the email addresses provided below:
-
-
Thank you in advance!
Regards,
Shastry
Acknowledge(0)Amend(0)
I request you to please help me in getting the document "The difference between HRM and Personnel Management."
I kindly ask you to forward the document to any of the email addresses provided below:
-
-
Thank you in advance!
Regards,
Shastry
Acknowledge(0)Amend(0)
Hi all,
What I have learned is that the Personnel department basically deals with day-to-day activities, while the HRD department deals with future aspects of Human Resources, such as their training needs (arising due to new technological developments, etc.) and futuristic manpower requirements based on new plant setups or new machinery.
Let me clarify one more thing: HRD, i.e., Human Resource Development, is part of the Human Resource Department. One can say that HRD and Personnel are two sub-parts of the HR department.
Previously, the departments were known as P&A dept., but nowadays they are referred to as the HR dept. This change is because a major function of developing Human Resources, specifically the Training & Development part, has been added to the Personnel function.
Thanks,
Vishal Gupta
Deputy Manager - HRD
From United States
Acknowledge(0)Amend(0)
What I have learned is that the Personnel department basically deals with day-to-day activities, while the HRD department deals with future aspects of Human Resources, such as their training needs (arising due to new technological developments, etc.) and futuristic manpower requirements based on new plant setups or new machinery.
Let me clarify one more thing: HRD, i.e., Human Resource Development, is part of the Human Resource Department. One can say that HRD and Personnel are two sub-parts of the HR department.
Previously, the departments were known as P&A dept., but nowadays they are referred to as the HR dept. This change is because a major function of developing Human Resources, specifically the Training & Development part, has been added to the Personnel function.
Thanks,
Vishal Gupta
Deputy Manager - HRD
From United States
Acknowledge(0)Amend(0)
Hi,
I thought I could share a few words on the difference between both categories as well. Personnel management is more of a staffing function, whereas human resource management is a line function or should be driven by line managers.
Regards,
Shamil
From Sri Lanka
Acknowledge(0)Amend(0)
I thought I could share a few words on the difference between both categories as well. Personnel management is more of a staffing function, whereas human resource management is a line function or should be driven by line managers.
Regards,
Shamil
From Sri Lanka
Acknowledge(0)Amend(0)
Hi there Shankar Anappindi,
Would you please be so kind to email me the differences between Personnel Management and Human Resources Development? I would really appreciate it.
Yours Truly,
DurbanChico
Acknowledge(0)Amend(0)
Would you please be so kind to email me the differences between Personnel Management and Human Resources Development? I would really appreciate it.
Yours Truly,
DurbanChico
Acknowledge(0)Amend(0)
With what I feel,
(Abstract)
Personnel administration is more of management of people - meaning the focus is more on management (planning, organizing, controlling, and staffing). HRM is more into people management where the focus is more on people - meaning the management activities are driven by the people.
Acknowledge(0)Amend(0)
(Abstract)
Personnel administration is more of management of people - meaning the focus is more on management (planning, organizing, controlling, and staffing). HRM is more into people management where the focus is more on people - meaning the management activities are driven by the people.
Acknowledge(0)Amend(0)
Hi all,
For those who are unable to open the link straight away, try right-clicking and using the option "Save target as." This generally works in most cases. Hope it will work for you too.
Regards,
Kiran.
From Netherlands
Acknowledge(0)Amend(0)
For those who are unable to open the link straight away, try right-clicking and using the option "Save target as." This generally works in most cases. Hope it will work for you too.
Regards,
Kiran.
From Netherlands
Acknowledge(0)Amend(0)
Thank you to all the people in this forum. I have received the document on the Difference between HRM and Personnel Management and some useful information. Next week, I have to submit an essay with 2000 words. The essay will focus on the differences and similarities between HRM and Personnel Management. If anyone can provide information on the similarities between HRM and Personnel Management, it would be highly appreciated. Thank you. Please respond at your earliest convenience.
Best regards,
Anna He
Acknowledge(0)Amend(0)
Best regards,
Anna He
Acknowledge(0)Amend(0)
Hi, Is there any chance of one of you sending me the doc, 27 difference between Personnel and HRD. I think it just might be what I am looking for. Thanks for any help. :?:
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Dear Members, The document is uploaded in the first page itself and in many other pages. Probably you will be able to download it once you login. Shankar Anappindi 0 9849 669966
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
As per my knowledge, PM and HRM are interrelated.
Personal Management: It deals with employees' health and happiness, involving personal-related matters, counseling, conducting retirement programs, parties, and tours.
HRM: It deals with external factors influencing the organization, such as labor unions, regulations, labor laws, and technological innovation. A personal manager cannot be involved in these matters. HRM takes care of training and development, recruitment and selection, performance appraisals, and organizational development interventions.
Acknowledge(0)Amend(0)
Personal Management: It deals with employees' health and happiness, involving personal-related matters, counseling, conducting retirement programs, parties, and tours.
HRM: It deals with external factors influencing the organization, such as labor unions, regulations, labor laws, and technological innovation. A personal manager cannot be involved in these matters. HRM takes care of training and development, recruitment and selection, performance appraisals, and organizational development interventions.
Acknowledge(0)Amend(0)
Hi all,
Can someone help me in getting a copy of the file on the differences between HRM and Personnel Management? I don't know where to go to locate and download it on this site, or maybe someone can just email it to me, please.
.
RV 98409 - 19226
From India, Madras
Acknowledge(0)Amend(0)
Can someone help me in getting a copy of the file on the differences between HRM and Personnel Management? I don't know where to go to locate and download it on this site, or maybe someone can just email it to me, please.
RV 98409 - 19226
From India, Madras
Acknowledge(0)Amend(0)
Hi all,
Can someone help me in getting a copy of the file on the difference between HRM and Personnel Management? I don't know where to go to locate and download it on this site, or maybe someone can just email it to me, please at
.
RV
98409 - 19226
From India, Madras
Acknowledge(0)Amend(0)
Can someone help me in getting a copy of the file on the difference between HRM and Personnel Management? I don't know where to go to locate and download it on this site, or maybe someone can just email it to me, please at
RV
98409 - 19226
From India, Madras
Acknowledge(0)Amend(0)
Kind Attn Mr. Shanker,
Dear Sir,
I am unable to download your valuable analysis of the difference between Personnel Management and HRM, which is a frequently asked question in every HR interview. Could you please send the same to my email if possible?
Thank you,
P. PARTHA SARATHY - HYD - 9391003951
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Sir,
I am unable to download your valuable analysis of the difference between Personnel Management and HRM, which is a frequently asked question in every HR interview. Could you please send the same to my email if possible?
Thank you,
P. PARTHA SARATHY - HYD - 9391003951
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Partha, I have uploaded the document many a times. You will be finding it in one of these sections (if you may go through). Sorry to say this....but please find for yourself. Shankar Anappindi
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
The job remains more or less the same. Just the attitude makes the difference.
Project Management (PM) individuals perceive it more as a chore rather than a way of life. PM professionals thrive on the power granted to them through one-way communication, whereas HR professionals prefer a two-way communication approach.
Regards, K2
From India, Mumbai
Acknowledge(0)Amend(0)
Project Management (PM) individuals perceive it more as a chore rather than a way of life. PM professionals thrive on the power granted to them through one-way communication, whereas HR professionals prefer a two-way communication approach.
Regards, K2
From India, Mumbai
Acknowledge(0)Amend(0)
Hello Mr.Shankar, If u forward this differenc between Personnel Mgt and HRD. am really happy and its very useful for me. Regards, Jai
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Role of HRD
HR is an integral function of the whole organization to develop enabling capabilities of their staff through systems and processes, as defined by Prof. Udai Pareek and Prof. T.V. Rao. In these processes, staff members are motivated at individual level, interpersonal level, and team level, by challenges and opportunities for the goal of development and creativity.
As compared to this, the traditional personnel function is an advisory function for coping with staff problems. It aims at maintaining staff efficiency through the method of salary and rewards.
From India, Mumbai
Acknowledge(0)Amend(0)
HR is an integral function of the whole organization to develop enabling capabilities of their staff through systems and processes, as defined by Prof. Udai Pareek and Prof. T.V. Rao. In these processes, staff members are motivated at individual level, interpersonal level, and team level, by challenges and opportunities for the goal of development and creativity.
As compared to this, the traditional personnel function is an advisory function for coping with staff problems. It aims at maintaining staff efficiency through the method of salary and rewards.
From India, Mumbai
Acknowledge(0)Amend(0)
hi, Can anyone PLS send me "27 point of difference between HRM and Personnel mgt"? or any link where i can find it! And also the similarities would be useful! Thanx! Dashkin
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi, I am Priya. I am pursuing an MBA and have to submit a project on the differences between HRM, HRD, PM, and IR, which I am finding quite mind-boggling. Anyone having some clue, kindly provide me with some insight on this but soon.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi, I am Priya. I am pursuing an MBA and have to submit a project on the differences between HRM, HRD, PM, and IR, which I am finding quite mind-boggling. Anyone having some clue, kindly provide me with some insight on this but soon.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi there, I'm also doing a project on the different roles of HRM and Personnel. The information out there isn't very clear. Any help you could give would be great.
My email address is
.
Cheers
From United Kingdom, Londonderry
Acknowledge(0)Amend(0)
My email address is
Cheers
From United Kingdom, Londonderry
Acknowledge(0)Amend(0)
I would like to know the answer to the below question...
HRD in Indian organizations is another name for the personnel department. Do you agree with this statement? If yes, explain why you agree. If no, explain how HRD is different.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
HRD in Indian organizations is another name for the personnel department. Do you agree with this statement? If yes, explain why you agree. If no, explain how HRD is different.
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
hi all my friends pl go through the attachment of difference btw pm and hr. regards kishor manager H R
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
helloooooo everyone... can u plzz tell me wht r diff btw personal and human rosource mgt..??? i hv to make PPT on this topic.. so kindly help me out.. thnx 4 ur support...
From India, Vadodara
Acknowledge(0)Amend(0)
From India, Vadodara
Acknowledge(0)Amend(0)
Hi,
The traditional name of HRM is PM. PM only includes the basic part of HRM, as rightly said by the guest, which includes salary, leave, and other related aspects. While HRM has a broader concept, we can say that HRD and PM together make HRM.
Regards,
Shreya Mishra
From India, Ahmadabad
Acknowledge(0)Amend(0)
The traditional name of HRM is PM. PM only includes the basic part of HRM, as rightly said by the guest, which includes salary, leave, and other related aspects. While HRM has a broader concept, we can say that HRD and PM together make HRM.
Regards,
Shreya Mishra
From India, Ahmadabad
Acknowledge(0)Amend(0)
Shankar Anappindi
0 9849 669966
Asst. Manager - HR
KARVY Group
HYDERABAD
Andhra Pradesh
INDIA
Re: The difference between HRM and Personnel Management!!!
My email address is
. Please send me the information.
Cheers,
Vijaya Chandra
From India, Hyderabad
Acknowledge(0)Amend(0)
0 9849 669966
Asst. Manager - HR
KARVY Group
HYDERABAD
Andhra Pradesh
INDIA
Re: The difference between HRM and Personnel Management!!!
My email address is
Cheers,
Vijaya Chandra
From India, Hyderabad
Acknowledge(0)Amend(0)
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.
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 typically seeks to motivate employees with things such 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.
From India, Hyderabad
Acknowledge(0)Amend(0)
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 typically seeks to motivate employees with things such 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.
From India, Hyderabad
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Personnel Management & HRM.pdf