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 considred assets to the organisation and we aim at providing the best environment and help the staff get the best out of them.
Its basically the change in the way we looked at people
Niranjan
From India, Madras
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 considred assets to the organisation and we aim at providing the best environment and help the staff get the best out of them.
Its basically the change in the way we looked at people
Niranjan
From India, Madras
Sangeetha Ji!
The attachment is there in 9th page.
if you try to see the attachment without getting in to your login you cnanot see the attachemtn so.. just login and you can see...
then try to see before post some time to know about the attachements
Shankar
From India, Visakhapatnam
3The attachment is there in 9th page.
if you try to see the attachment without getting in to your login you cnanot see the attachemtn so.. just login and you can see...
then try to see before post some time to know about the attachements
Shankar
From India, Visakhapatnam
thanx for the file , it was really helpful.
in my opinion the basic difference in Labour / personnel management and HRM us not that much of modus operandi , as it is of diffferent stages of evolution of subject per se , as well as the perception and attitude towards it.
HRM is a far more developed stage of this subject which is extreemely novice in the arena.
regards
manish
From India, Madras
in my opinion the basic difference in Labour / personnel management and HRM us not that much of modus operandi , as it is of diffferent stages of evolution of subject per se , as well as the perception and attitude towards it.
HRM is a far more developed stage of this subject which is extreemely novice in the arena.
regards
manish
From India, Madras
hi,
im a new user if tis cite. u have mentioned tat u ahve a got material on the diferrence between pm & hrm. i request u to kindly mail me aslo.
i'll be really thankfull to u
bye :D hope to get e reply from yr side
im a new user if tis cite. u have mentioned tat u ahve a got material on the diferrence between pm & hrm. i request u to kindly mail me aslo.
i'll be really thankfull to u
bye :D hope to get e reply from yr side
dear swati
conceptual difference between PM and HRM is that PM is reactive, prescriptive and administrative and had control based approach wher as HRM is proactive , descriptive and is having compliance based approach
PM is pople oriented where as HRM is human capital oriented
PM views employee as economic man where as HRM views as social and psycological man also
PM views employee as commoditywhere as HRM views as an asset
PM views employee as cost centrewhere as HRM views as a profit centre
From India, Kuttanallur
conceptual difference between PM and HRM is that PM is reactive, prescriptive and administrative and had control based approach wher as HRM is proactive , descriptive and is having compliance based approach
PM is pople oriented where as HRM is human capital oriented
PM views employee as economic man where as HRM views as social and psycological man also
PM views employee as commoditywhere as HRM views as an asset
PM views employee as cost centrewhere as HRM views as a profit centre
From India, Kuttanallur
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
From India, Coimbatore
According to the "HRM Paractice by Michael Armstrong 8 th edition, 2001, ISBN 0 74943393 0"
The diffrences between PM & HRM can be seen a a matter of emphasis and approach rahter than one of substance. Or, as Hendry and Pettigrew (1190) put it, HRM can be precieved a a "perspective on presonnel management and not personnel management itself"
From her review of the literature, Legge (1989) has idendified 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 idieas.
From Mongolia, Ulaanbaatar
The diffrences between PM & HRM can be seen a a matter of emphasis and approach rahter than one of substance. Or, as Hendry and Pettigrew (1190) put it, HRM can be precieved a a "perspective on presonnel management and not personnel management itself"
From her review of the literature, Legge (1989) has idendified 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 idieas.
From Mongolia, Ulaanbaatar
Hi Maggie,
According to the "HRM Paractice by Michael Armstrong 8 th edition, 2001, ISBN 0 74943393 0"
The diffrences between PM & HRM can be seen a a matter of emphasis and approach rahter than one of substance. Or, as Hendry and Pettigrew (1190) put it, HRM can be precieved a a "perspective on presonnel management and not personnel management itself"
From her review of the literature, Legge (1989) has idendified 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 idieas.
Good luck
Enke
From Mongolia, Ulaanbaatar
According to the "HRM Paractice by Michael Armstrong 8 th edition, 2001, ISBN 0 74943393 0"
The diffrences between PM & HRM can be seen a a matter of emphasis and approach rahter than one of substance. Or, as Hendry and Pettigrew (1190) put it, HRM can be precieved a a "perspective on presonnel management and not personnel management itself"
From her review of the literature, Legge (1989) has idendified 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 idieas.
Good luck
Enke
From Mongolia, Ulaanbaatar
First you have to correct the spelling of personal.That is Personnel.
Major difference between HRM and Personnel Management.
Personnel Management is directly related with the management of people but hrm is related with the management of abtitude, behavior, skills, abilities, creativity, qualities, etc.
Personnel management views man as a economic person but HRM views person having emotions, talents, social and pschological factors and all,
Personnel management treated employee as a cost centre and controls the cost of personnel in the organisation, in HRM employees are treated as profit centre and it invest in HR Development,
Personnel Management utilised employee for organisational benefit but hrm utilize for mutual benefit both for organisation and employees
From India, Bhopal
Major difference between HRM and Personnel Management.
Personnel Management is directly related with the management of people but hrm is related with the management of abtitude, behavior, skills, abilities, creativity, qualities, etc.
Personnel management views man as a economic person but HRM views person having emotions, talents, social and pschological factors and all,
Personnel management treated employee as a cost centre and controls the cost of personnel in the organisation, in HRM employees are treated as profit centre and it invest in HR Development,
Personnel Management utilised employee for organisational benefit but hrm utilize for mutual benefit both for organisation and employees
From India, Bhopal
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HRM.pdf
People make the difference….ppt
Intl hrm.doc