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    Personnel Management & HRM

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    M Sajid Niazi
    This document compares and contrasts Human Resource Management (HRM) and Personnel Management (PM). HRM views employees holistically and strategically, focusing on developing their skills, engaging them, and satisfying their overall needs. In contrast, PM takes a more administrative, routine approach that focuses narrowly on recruitment and compensation compliance. The scope of HRM considers the entire organization and building an empowering culture, while PM has a narrower scope of administering personnel.

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    Attribution Non-Commercial (BY-NC)
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    Personnel Management & HRM

    Uploaded by

    M Sajid Niazi
    830 views2 pages
    This document compares and contrasts Human Resource Management (HRM) and Personnel Management (PM). HRM views employees holistically and strategically, focusing on developing their skills, engaging them, and satisfying their overall needs. In contrast, PM takes a more administrative, routine approach that focuses narrowly on recruitment and compensation compliance. The scope of HRM considers the entire organization and building an empowering culture, while PM has a narrower scope of administering personnel.

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    Personnel Management & HRM

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    This document compares and contrasts Human Resource Management (HRM) and Personnel Management (PM). HRM views employees holistically and strategically, focusing on developing their skills, engaging them, and satisfying their overall needs. In contrast, PM takes a more administrative, routine approach that focuses narrowly on recruitment and compensation compliance. The scope of HRM considers the entire organization and building an empowering culture, while PM has a narrower scope of administering personnel.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    830 views2 pages

    Personnel Management & HRM

    Uploaded by

    M Sajid Niazi
    This document compares and contrasts Human Resource Management (HRM) and Personnel Management (PM). HRM views employees holistically and strategically, focusing on developing their skills, engaging them, and satisfying their overall needs. In contrast, PM takes a more administrative, routine approach that focuses narrowly on recruitment and compensation compliance. The scope of HRM considers the entire organization and building an empowering culture, while PM has a narrower scope of administering personnel.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 2

    :Personnel Management

    Personnel mean employed persons of an .(organization. Management of these people is called Personnel Management (PM

    :(Human Resource Management (HRM


    Human Resource Management is the management of employees, knowledge, aptitudes, abilities, talents, creative abilities and .skills/competencies

    :Differences between HRM and PM


    HRM
    HRM is continuous, on-going development 1 .function aimed at improving human processes HRM follows the systems thinking approach. 2 It is not considered in isolation from the larger organization and must take into account the .linkages and interfaces HRM is considered a strategic management 3 .function HRM is proactive, anticipating, planning and 4 .advancing continuously HRM is a concern for all managers in the 5 organization and aims at developing the capabilities of all line managers to carry out the .human resource related functions

    PM
    PM is traditional, routine, maintenance-oriented, administrative function PM is an independent function with independent .sub-functions

    PM is treated like a less important auxiliary function PM is reactive, responding to demands as and .when they arise PM is the exclusive responsibility of the .personnel department

    The scope of HRM views the organization as a 6 whole and lays emphasis on building a dynamic The scope of PM is relatively narrow with a focus on administering people culture HRM takes efforts to satisfy the human needs .7 PM is primarily concerned with recruitment, of the people at work that helps to motivate .selection and administration of manpower .people to make their best contribution HRM considers work groups, challenges and 8 .creativity on the job as motivators In HRM it is the other way round 9 (performance is the cause and satisfaction is the .(result Employee in HRM is treated not only as 10 economic unit but also a social and Important motivators in PM are compensation, rewards, job simplification and so on In PM improved satisfaction is considered to be the cause for improved performance in PM, employee is treated as an economic unit as his services are exchanged for wages/salary

    .psychological entity HRM angle emphasizes on mutual benefits, 11 both of employees and their families, also the .company n HRM communications is one of its main 12 tasks which take into account vertical, lateral .and feedback type communication PMs angle is that employees should be used mostly for organizational benefits and profits PM preserves information and maintains its .secrecy

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