Personnel Management and Human Resource Management

From long time there exists human resource management. Personal management concept is the human resource management’s traditional version and it is easily connected to organization’s old model. This traditional version is considered to be bureaucratic in the nature by means of less flexibility and also high degree of formalization as well as centralization. Consider an example such as adherence for rules and also regulations. Human resource management is considered to be well-suited with new organization’s organic design containing cross hierarchical and also cross functional teams and are flexible as well as decentralized by means of loser control and low formalization.

Other than mere compliance the latest human resources management concentrates highly over commitment.  Now a days each and every organization focuses over the employee commitment as it is the main factor for every effective organization since they expend large money in employee recruitment and selection.

In general in case of job descriptions along with help-wanted advertisements only these two terms are made used interchangeably very frequently without any disparity in meaning in viewpoint of few experts.

If any difference is noticed among these terms then it is defined as a philosophical. In nature the personal management will be much administrative through dealing by means of payroll, managing the associated tasks and also complying with the employment whereas the human resource management is accountable to handle the workforce like that of primary resources adding organization’s success. In scope human resources are defined as broader in compared to personal management. Enabling the employees to work up to highest efficiency level is the main aim of human resources.  The administrative tasks included by the PM (personal management) are routine as well as traditional. In order to enhance the workforce of the company there is a continuous development of policies and functions. Using the bonuses, work responsibilities simplification, compensation and rewards the PM tries to motivate the employees but in case HRM (human resource management) it is quite opposite. 

          The disparities among HRM and PM are described below with respect to the P.C. Tripathi:

  • HRM is continuous development function intended for enhancing the human processes but the PM is routine, administrative function, traditional and also maintenance-oriented.
  • PM is referred as self-governing function with sub functions whereas the HRM tracks the approach of system thinking.
  • PM is reactive by replaying to demands but HR is proactive by planning, advancing constantly and anticipating.
  • HRM includes all managers in organization by focusing on growth of every line manager’s capabilities while PM concerned as a elite responsibility of personal department.
  • The cause to improved performance is improved satisfaction is believed by PM whereas HRM believes the satisfaction as an output of performance

As a human resource expert, explain to the current staff and interested volunteers your roles and activities as the HR director. 

                             Based on the organization’s size the human resources Managers, Directors and Generalists will hold overlapping responsibilities. In HR management the roles are divided and described clearly by the Human resources Director, Generalist and Manager by means of more responsibility and authority.

                             Many different departments are handled through specialized or functional HR staff for example compensation manager, recruiting manager and training manager by the HR directors or managers generally. To the company and its employees, the staff members of human resources are concerned as an advocate also. In order to fulfill both the needs successfully an act of constant balancing is performed by an efficient professional of HR.   

Changing Human Resources role:

                   Similar to that of systematizing, executive management’s policing arm the HR managers are considered in past and with administration and personnel functions their role is aligned more clearly. The first HR needs are paying employees, dealing with advantages and also hiring employees.  

New HR Role:

                   According to the change in the organization the HR manager’s role will be altered. Normally the organizations that are successful turned to be resilient, customer-centered, and more adaptable and fast to alter direction. Hr professional inside this environment is also considered as an employee sponsor or advocate, strategic partner and also change mentor by the line managers. In HR assistant’s absence the HR generalists holds the responsibilities. The needs and activities of the organization that are handled by the HR are:

HR Role: Business and Strategic Partner:

                             As the strategic partners the HR managers should imagine in order to ensure their ability and viability to contribute these days. The development is contributed and organization wide business objectives as well as aims are accomplished in this role. In favor of achieving the entire plan and objectives of strategic business the business objectives of the HR are defined. 

HR Role: Employee advocate:

                             In organizational success like that of an advocate or employee sponsor an integral role is performed through his knowledge regarding people’s advocacy by the HR manager. The environment where the people will be happy, motivated and contributing is to be created by this advocate.

HR Role: Change Champion:

                   A need for the professional of HR exists to often champion change when the organization’s effectiveness is resulted as a constant evaluation. The employee resistance for change and dissatisfaction can be minimized by gaining the knowledge to connect the change for the organization’s strategic needs.   

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