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Nature and Development of Personnel Management

The document compares and contrasts Personnel Management and Human Resource Management across several dimensions. Personnel Management focuses on monitoring labor and following rules and procedures, while treating employees as expendable tools. Human Resource Management aims to develop employees as assets, focus on business needs over rules, and foster a collaborative culture through integrated initiatives and transformational leadership. The key difference is that Personnel Management views the interests of the organization as most important, while Human Resource Management recognizes mutual interests between the organization and its employees.

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74 views1 page

Nature and Development of Personnel Management

The document compares and contrasts Personnel Management and Human Resource Management across several dimensions. Personnel Management focuses on monitoring labor and following rules and procedures, while treating employees as expendable tools. Human Resource Management aims to develop employees as assets, focus on business needs over rules, and foster a collaborative culture through integrated initiatives and transformational leadership. The key difference is that Personnel Management views the interests of the organization as most important, while Human Resource Management recognizes mutual interests between the organization and its employees.

Uploaded by

cherdy
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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Difference between Personnel Management and HRM

Dimensions Personnel Management Human Resource Management


Employment contract Careful delineation of written Aim to go beyond contract
contracts

Rules Importance of devising clear Can do, outlook, impatience with rule
rules

Guide to management Procedures Business need


action
Behavior referent Norms/customs and practices Values/mission
Managerial task vis-a vis Monitoring Nurturing
labor
Key relations Labor management Customer
Initiatives Piecemeal Integrated
Speed of decision Slow Fast
Management role Transactional Transformational leadership
Communication Indirect Direct
Prized management skills Negotiation Facilitation

Selection Separate, marginal task Integrated, key task


Pay Job evaluation (fixed grades) Performance related
Conditions Separately negotiated Harmonization
Labor management Collective-bargaining contracts Individual contracts
Job categories and grades Many Few
Job design Division of labor Team work
Conflict handling Reach temporary truce Manage climate and culture
Training and development Controlled access to courses Learning companies

Focus of attention for Personnel procedures Wide-ranging cultural, structural and


interventions personnel strategies
Respect for employees Labor is treated as a tool People are treated as assets to be used
which is expendable and for the benefit of an organization, its
replaceable employees and the society as a whole

Shared interests Interests of the organization are Mutuality of Interest


upper most
Evolution Precedes HRM Latest in the evolution of the
subject

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