Personnel Management And Human Resource Management Pdf


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personnel management and human resource management pdf

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Metrics details. This paper addresses the health care system from a global perspective and the importance of human resources management HRM in improving overall patient health outcomes and delivery of health care services. Various key success factors emerge that clearly affect health care practices and human resources management.

Human Resource Management: Scope, Analysis, and Significance

Read time: 3 mins. Each department approaches employee engagement with methodologies that have varying strengths and weaknesses. Human resource management and personnel management may share similar responsibilities, but the ways in which they operate differ.

Each method has merit and can function effectively, depending on the people management requirements within an organisation. Personnel management tends to follow a rule-based system, offering standard benefits and training, and rewarding employees annually provided that their performance is satisfactory.

It approaches problems reactively, preferring to stick to a professional guideline. Human resource management chooses to honour their employees with attractive benefits options and thorough onboarding, providing perks such as flexible schedules and company culture.

It thrives on proactivity: any circumstance that could result in a dispute is prevented through proper training, communication and management. Both the human resource management team and the personnel management team are responsible for hiring new employees from either within the company, or externally.

Depending on the department, this may include posting the job vacancy for all employees to see, asking managers to nominate high-performing individuals, selecting individuals from a knowledge, skills and abilities KSA database, or making use of succession planning, in which employees are prepped for promotional roles. Once an employee has been hired, both the human resource management team and the personnel management team are expected to introduce the employee to the company.

This would typically involve registering their pay with the tax office, social security office and applicable insurance company. The human management team and the personnel management team are responsible for handling any conflicting situations that may arise in the office. Creating the right benefits for employees is a crucial step in ensuring their satisfaction in the company. Human resource management and personnel management ensures that employees are set up with the right compensation and benefits.

The two management teams are often responsible for administering and running payroll , and calculating and paying any applicable bonuses. Benefit schemes, usually in the form of private medical insurance and pensions, are administered by both the human resource and the personnel management team. Hiring within personnel management usually involves hiring across a variety of organisations. This can be done by either a group of people, or one person.

The key objective of the orientation process for the personnel management team is to review and sign required paperwork with the employee upon them joining an organisation.

This paperwork follows a traditional framework and includes an employee handbook that documents all intended employment policies and procedures. Alternatively, the human resource management team takes a more nurturing approach to employee orientation. New employees are welcomed into the organisation with sufficient training and are, on occasion, offered opportunities such as formal mentoring programmes and meet-and-greets with other employees. When managing employees, personnel management protocol tends to take on a particularly traditional approach, one that has been in use for many years, favouring structure and rhythm.

This traditional structure requires that employees follow the company code of conduct rigorously. In a more progressive approach, human resource management relies on relationships to ensure a steady work flow with thriving productivity. The team is there to help ensure healthy communication between managers and employees. Personnel management tends to follow company policy without question.

Employee benefits are often limited by preventing promotions above one salary grade and restricting annual increases within a compensation system. While consistency is also key within human resource management, this approach focuses on employee development rather than company policy. Human resource management understands the value of an employee who is recognised for their performance, whether that be in the form of a pay raise or even an impressive benefits package.

Thorough employee management is essential for any company. Human resource management is far more proactive than personnel management. Filed under: Career advice Talent management. Career advice Future of work Talent management. Fill in your details to receive our monthly newsletter with news, thought leadership and a summary of our latest blog articles.

By consenting to receive communications, you agree to the use of your data as described in our privacy policy. You may opt out of receiving communications at any time. Oct 10, Read time: 3 mins. Understanding personnel management and human resource management Human resource management and personnel management may share similar responsibilities, but the ways in which they operate differ.

Click here to view sources. Retrieved from Business Dictionary. Accessed 20 May 2 Leonard, K. Oct, Retrieved from Chron. Jan, Retrieved from Digital HR Tech. Nov, Retrieved from Legit. Jul, Retrieved from Deloitte. Retrieved from Ionos. Retrieved from Kissflow. Retrieved from The Balance Careers. Jun, Feb, Retrieved from Impact.

Retrieved from Human Resources Today. Retrieved from Forbes. Mar, Social share:. Related Reading. Sign up to our newsletter. You have been subscribed. Visit our blog to see the latest articles. Visit the blog.

Difference Between Personnel Management And Human Resource Management

Read time: 3 mins. Each department approaches employee engagement with methodologies that have varying strengths and weaknesses. Human resource management and personnel management may share similar responsibilities, but the ways in which they operate differ. Each method has merit and can function effectively, depending on the people management requirements within an organisation. Personnel management tends to follow a rule-based system, offering standard benefits and training, and rewarding employees annually provided that their performance is satisfactory.

The importance of human resources management in health care: a global context

Publisher: University of Minnesota Libraries Publishing. I think this is to be expected of most any book, and completely understand and appreciate the difficulty in Comprehensiveness rating: 3 see less. I think this is to be expected of most any book, and completely understand and appreciate the difficulty in creating a truly comprehensive yet reasonable-length book. Overall, there is much to like, and most of the main topics that are usually covered and those covered for SHRM certification are included.

The main difference between Personnel Management and Human Resource Management lies in their scope and orientation. While the scope of personnel management is limited and has an inverted approach, wherein workers are viewed as tool. 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. On the other hand, human resource management has a wider scope and considers employees as the asset to the organization. It promotes mutuality in terms of goals, responsibility, reward etc.

Personnel Management to Human Resource Management (HRM): How HRM Functions?

Difference between Personnel Management and Human Resource Management

Human resource management HRM , the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. This article focuses on the scope of HRM and its major subfields. While there are a myriad of variations in the ideologies, styles, and managerial resources engaged, HRM happens in some form or other.

Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. DOI: Ahammad Published Business Journal of modern accounting and auditing. Any enterprise now is a significant part of the world economy both in terms of trade and employment. The performance of a business organisation is in part dependent on the capability of its human resource HR.

Everything you need to know about the difference between personnel management and human resource management. Personnel management is more administrative in nature, dealing with payroll, complying with employment law and handling related tasks. While HR on the other hand, is responsible for managing a workforce as one of the primary resource that contributes to the success of an organization. Human resource management is described as much broader in scope than personnel management. HR is said to incorporate and develop personnel management task while seeking to create and develop teams of workers for the benefit of the organization.

5 Comments

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24.05.2021 at 22:14 - Reply

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31.05.2021 at 10:08 - Reply

PDF | On Sep 28, , Taslim Ahammad published Personnel Management to Human Resource Management (HRM): How HRM Functions?

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01.06.2021 at 06:49 - Reply

Keywords: Human Resource Management, Personnel Management, EB7AF02BE/0/_lab591.org [Accessed 1 July ].

Delmiro L.
02.06.2021 at 10:58 - Reply

HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was mainly about refereeing between the.

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