Human Resource Management can also be performed by line managers. Torrington and Hall 1987 — Human resources management is directed mainly at management needs for human resources to be provided and deployed. Accordingly employees should be rewarded or paid for the job they did in the organisation and their safety in the job is the responsibility of Hr manager or safety officer who should instruct safety measures for the employees and see that they are scrupulously followed. That is different from personnel management which can be described as reactive. Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, ensuring employees safety, welfare and healthy measures in compliance with labour laws of the land.
An example of this would be that they respond to demands and concerns as they are presented. You may be scratching your head at this point and asking yourself just what the heck the difference is between personnel management and human resource management? Helen and her fellow resource managers also develop training and education programs to keep employees up-to-date on the skills and knowledge they need. The equality act, 2010 of the United Kingdom prohibits discrimination and mandates equal treatment in matters of employment as well as private and public services irrespective of race, age, sex, religion or disability. Personnel management term was used before for people who had a set of activities in the business such as: staffing, payroll and other administrative tasks. The finest difference between Personnel management and Human resource management is integration and augmentation of Information Technologies in the human resources management process and functions for enhanced productivity and time savings as time is money.
Compensation and benefits, talent acquisition, talent development and productivity are the established focus areas for use of analytics in the Asia-Pacific region. The role of the human resource manager is to act as a catalyst, focusing on facilitation and co-ordination. Focusing on the human side of your business can create a stronger company with higher morale and lower turnover. On-the-job training methods: job rotation, coaching, job instruction, committee assignments, apprenticeship and internship Of the job training methods: classroom lecture method, audiovisual training method, simulation, bistable training, case studies, role playing and the programmed instruction method. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. The human resource management approach remains impatient with rules and regulations.
Whether through their own profiles or through promotions, they should know how to tell a great story about company. The opposite is true of human resources. Personnel management was more confined to the factories and the main focus of the Personal manager was to see that everything was in compliance with the labour laws or not but not much emphasis made on the morale of employees. However, there are some differences in the following matters. This is fundamental reason why Marriot is on the list of best employers for years. Also he hired a social welfare officer, a doctor and a dentist all for free for his employees. So as to verify the correctness of the candidates invited, they should be tested by the suitable selection methods for picking-up right person.
But this might just be a grudge I have with the human resource department at my own company. Competition in the market has been more and more intensive since late 1980s with growing number of large hotels of same level in Shenyang. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions. Under personnel management, job design is done on the basis of division of labor. Human Resource Management could be described in two ways. Difference in Approach The personnel management approach tends to attach much importance to norms, customs and established practices, whereas the gives importance to values and mission. It is the duty of the employer to pay remuneration according to the work extracted from his employee.
Personnel management is often considered an independent function of an organization. Section-11 says maximum percentage of bonus claimable by an employee is 20% in case of profits to an organisation. It also provides safeguards against false or malicious charges. Under human resource management, administrative function is undertaken for goal achievement. Therefore it would avoid unnecessary conflicts in between employees and management while implementing management decisions.
The personnel management approach also concerns itself with establishing rules, policies, procedures, and contracts, and strives to monitor and enforce compliance to such regulations, with careful delineation of written contract. The reasons for this could be many and varied. Here aresome tips to become best recruiter. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. Some authors have developed these basic points into detailed differences as shown in Table 1.
This strategic and philosophical context of human resource management makes it more purposeful, relevant, and more effective compared to the personnel management approach. The most important motivating factors for employees are to have a healthy and good working environment, to have good monitory benefits, compensation and rewards, to have encouragement and support from management and to have a chance of professional growth and raise. Personnel management typically seeks to motivate employees with such things as the simplification or work responsibilities, compensation, rewards and bonuses. To learn more about how our tailored services can help your company and address your specific needs, please call 800. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organsational objectives. It is expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts. Pay Job evaluation fixed grades Performance-related 19.
Difference between Human Resource Management and Personnel Management Human resource management involves all management decisions and practices that directly affect or influence the people, or human resources, who work for the organization. This is merely known as division on labour based on job needs and skill possessions and requirement. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Conflict handling Reach temporary truces Manage climate and culture 26. According to article 16 2 of the Indian Constitution, no citizen can be discriminated against, or be ineligible for any employment or office under the state, on the grounds only of religion, race, caste, sex, descent, place of birth or residence or any of them. Corrective actions include giving proper and suitable training to such employees or withholding of increments in payments until performance gaps are none. Let's take a quick look at what Helen and other people in human resource management do.