You must need a powerful structure to manage employees in the organization. The two basic methods you can use are -Personnel Management (PM) and Human Resources Management (HRM). Do you want to know exactly what is the difference between human resource management and personnel management?
Fundamentally, personnel management focuses on major administrative activities, such as employee recruitment, salary, training and harmony. Human resource management focuses on measuring the needs of the organization and continuously reviewing and adjusting all systems to achieve common goals.
Although many critics believe that human resource management is only a new name for personnel management. Make the department more recognize in the industry. Instead, a large number of experts have found that personnel management and human resource management are significantly different.
Today, we will briefly discuss human resources management and personnel management. In this way, you can integrate the correct system in your business.
Comparison chart: Human Resource Management and Personnel Management
Personnel management
Human Resources Management
meaning
Manage Its relationship within the company.
An important branch of management to handle the best use of organizational human resources to achieve organizational goals.
Objective
Manager
Working for the growth and development of labor
] Method
Traditional
Modern
Human treatment
Machine or tool
Resources and assets of resources and assets
Function type
Conventional function
Strategic function
salary basis
Work Evaluation
Performance Evaluation
Management role
Transformity
[123 ]
Communication
indirect
Direct
Labor Management
Collective negotiation contract
Personal contract
Initiative
fragmentation
fusion
]
Management action
Program
Business requirements
Decision
Slow
Slow
]
Quick
Work Design
Labor division of labor
Group/team
Main main Function
Employee recruitment, salary, training, harmony.
Recruitment with personnel equipment, equal employment opportunities, human resources development, salary, employee relationship, continuous growth, etc.
Personnel management interpretation
Personnel management is an administrative function, focusing on employment and training employees , Make them more resources to the company. It defines the correct personnel for the correct organizational activity.
In addition, this is the traditional method of managing employees. In some organizations, it is considered a sub -category of HR, focusing only on management.
The recruitment process and professional development of employees in the personnel manager supervised the organization. They are responsible for recruit new talents, train new employees, and provide necessary support in their career.
Many companies use personnel managers as part of a larger human resources team. But most of the smaller companies hire their personnel professionals as individual managers to perform all administrative duties.
The field of personnel management
PM focuses on specific administrative HR categories. It includes planning, work analysis, salary distribution, performance evaluation and welfare plan.
It also involves recruitment, screening, new employee training and training. In addition, personnel managers are also responsible for employee salary, dispute resolution and protection of employee data.
The importance of personnel management:
Create a professional team
Ensure smooth work interaction
Try to reduce the conflict between family members [123 ]
Optimized entry experience
Formulate effective employee retention strategies
Because employees are the most precious assets of the organization. But the wrong recruitment will destroy your company structure. In addition, PM is sureRecruitment of well -known professionals. And provide a perfect environment for growth.
Human Resources Management Explanation
Human manpower Resource management is an organizational function that handles the acquisition, development, motivation and maintenance of human resources in a specific way. Therefore, people can make the greatest efforts for the company. The core goal is to establish an employee -centered workplace through systemic manpower management.
First, it starts with selection, positioning and training. Let employees analyze their true value through performance evaluation technology administrators. It helps better evaluate your employees and accurately set salary levels to avoid exploitation.
In addition, this process also manages issues related to employees in the company. Such as salary, growth, safety, welfare, etc. HRM is a complete employee management package. This also refers to the establishment of a team spirit and teamwork.
Human resources management is mainly responsible for the development of interactive working environment. Therefore, people can complete their tasks very satisfied and achieve the ultimate goal within the corresponding resource range.
The field of human resources management Human resource management is a multi -disciplinary function. It participates in strategic planning and decision -making, and synchronizes all human resources functions. In addition, it also involves the procurement, training and development of human resources and the maintenance of labor. In addition, human resources management coordinates all systems of the entire company, including marketing, production, finance, and law.
The importance of human resource management:
Maintain better labor relationship
Formulate organization commitment
[ 123] Help to cope with changing environments
Startned with employee benefits
Estimated future demand and accurately act [ 123]
So the key significance of the human resources department is now improving employees’ work efficiency by preferential consideration. Because human resources managers perform such an important activity, he/she is very valuable to your business.
Read more: The importance of human resource management in your business.
Detailed comparison of personnel management and human resource management
When we talk about human resourcesWhen the difference between source management and personnel management, the scope of human resource management is considered wider than personnel management. Let ’s take a brief and detailed look at the comparison of these two key management functions:
01. Function Nature
Human resource management is about managing personnel in the organization as much as possible so that they can achieve the company’s goals together. Therefore, the main goal of human resources is to allow employees to maximize efficiency. On the other hand, PM is an extension of general management. In addition, the work process is traditional and conventional. Therefore, it encourages each employee to make the greatest contribution to the purpose of the enterprise. 02. Employee treatment Human resource management focuses on activities centered on resources. Therefore, it usually regards employees as resources or assets. Employees are regarded as economic, social and psychological people here.
It believes that the amount investing in employees will bring income. Within PM, employees are considered other components such as machines and equipment. In addition, wages, bonuses and rewards are considered labor costs.
03. Reaction and active functions
Human resource managers are strategic. Therefore, they are continuously committed to management and development of interactive employees. HRM is essentially active because it contains continuous monitoring and update functions. It not only cares about the current situation of the company, but also predicts the necessity of the future and takes necessary actions.
In comparison, the project management is essentially passive. It responds according to the requirements of the organization. PM is currently implemented to ensure the management relationship of peace measures.
04. Major strategy Human resource management emphasizes flexible contracts. Therefore, administrators can modify rules and conditions according to business needs. In addition, it strives to motivate employees to grow.
Therefore, it helps new employees to become effective team members. PM changes this situation by implementing strict rules, procedures and contracts. These factors define the relationship between management and employees. For example, collective negotiations and employment contracts.
05. Basic principles
Human resource management is based on this principle, that is, work satisfaction and good morale will bring better performance. That’s why it supports its employees in all aspects. Human resource managers are also very concerned about the mental health of employees.
For example, great human resourcesLeaders have updated the conventional office agreement to cope with the situation after great popularity. Because they always like to protect team members and the well -being of the entire company. On the contrary, PM works on the basis of producing workers.
06. Dependent factor
PM is an independent function. It is not combined with organizational strategy and process. In this system, the work role is assigned to a single employee.
On the other hand, the human resources department is often a part of the company’s overall function. Here, work characters are specified between teams so that everyone can work together towards common goals. 07. Employee Management According to the Prime Minister, employees should work to pay for him. Employees have no right to share their views and participate in decision -making. PM manager only confirms whether the system is running in line with labor law. But they do not emphasize the morale of employees.
They are not understanding the situation, but they are more concerned about squeezing work from employees. Therefore, according to human resources management, employee satisfaction is the top priority. It believes that employees are the most precious resources of the organization. This is why the core responsibility of human resources managers is to provide employees with all necessary facilities to extract the required job.
08. Scope of cooperation
pm pm Supporting inverted methods, the range is very narrow. Internal PM employees are considered equipment. This means to provide convenience to them in some way so that they can bring the best results to the company. Once they achieve their goals, they may even be deported.
Or, the overall range of human resource management is relatively wide. Human resource management regards employees as assets, and takes the maximum interests of employees as the starting point to ensure mutual collaboration, sharing responsibilities, and rewards. 09. Incentive tools Personnel management follows traditional methods and motivates employees through economic rewards. It encourages and motivates employees with skills to provide the company’s greatest potential.
In contrast, human resources management is tailored for development, where people have the opportunity to perform and improve.
10. The role of straight line management
The personnel department of the organization is called the personnel department. It provides guidance and support for straight -line managers on personnel issues. Personnel management is not to formulate plans, formulate long -term timetables, and formulate strategies, but focus on action.
On the other hand, human resources management supervision and management employees to achieve business goals. In addition, it establishes the connection between management and employees. The system also provides employees with guidance, inspiration and feedback.
Frequently Asked Questions of Human Resources Management and Personnel Management
Let’s take a look – 1. What is the same as personnel management and human resource management? One of the significant similarities between personnel management and human resource management is that the work of the two is to consider organizational goals and recruit suitable people for the right job. In addition, these two methods use the same functions, from recruitment and selection to salary and performance management. 2. How to distinguish personnel management and HRM?
Personnel management involves the maintenance of all personnel and administrative systems. Human resource management can meet the constant changes in employees in the organization.
3. What are the advantages of personnel management?
Effectively introduced new employees into enterprises
Incentive employees to complete the task
Training employees to maintain the latest state
Cultivate competent labor force
Strictly abide by employee contract or manual
4. What types of personnel management?
Personnel management is divided into three categories-
Strategic personnel management:
Treatment of current and future personnel needs.
Tactical personnel management:
The planning and development of the human resources of the company
Operation personnel management: Treatment of the process of pouring related to employees, including the influx of the employees, including the influx of the employee, including the related process, including the employee, including the influx of related processes, including the process of the employee, including the influx of the employee, including the related process, including the employee, including the influx of the staff, including the employee, including the influx of the staff, including the employee, including the influx of the staff, including the employee, including the influx of the staff, including Recruitment, selection, employment, growth, etc. 5. Is human resources management better than personnel management? Why?
Yes. HRM is an extended version of personal management. With the advancement of technology and business, people’s demand has also changed greatly. Traditional methods may not be able to get the maximum benefits from your employees.
Human resources management introduced many new work functions to effectively managers. It aims to create an interactive workplace, and people can work by sharing personal connection. Human resource management is still throughCultivate their potential and provide necessary growth space to take care of the personal needs of each employee. In short, it helps achieve corporate goals in the allocation budget, time and resources.
Read more:
Human resource management integration functions and its working principles Full Guide
6. What are the five main areas of human resources?
The effective human resources department will establish a strong organizational structure to manage personnel and effectively cultivate them. Therefore, they can actively participate in meeting business needs. Human resources managers perform many duties to perform their duties. However, the five main areas of human resources are-
Recruitment and joining
Training and Development
salary and benefits Employee’s respect and satisfaction of employees Degree Workplace Safety
Read more to understand
-The role and responsibility of the most important human resources manager among the growth company
] 7. What are the five functions of human resources management?
Regardless of the scale of the industry or company, human resources management plays an important role in the success of enterprises and their personnel. The following is the five main functions of HRM-
Proper choices through continuous training and development
Maintain the relationship between employees and employers
Establish usefulness Corporate culture
A disciplinary sanction Maintaining good working conditions
Read more
About-human resources manager in modern times Important role in the enterprise
Human resource management and personnel management: Last words
Personnel management is a traditional way to manage employees, and human resource management is a relatively new method, which is more with more. Strategic.
There are some similarities between the two employee management methods, but there are also significant differences. If you focus on the goal of human resource management; it will strengthen employee contact in the organization by implementing self -motivation strategies. On the other hand, individual management focuses on the development of an employee that must work in accordance with the company’s standardized work structure. It may also be at the expense of the benefits of employees.
Earlier, the company mainly aims to increase the company’s sales. However, human resources management has changed ideas and focuses on improving employees’ productivity. As profit margins increase, it gradually increases the overall production of the organization. Experts have found that this method is more effective and stable for business growth.
This is why business owners are more concerned about employee benefits now.They believe that happy employees are more efficient than unhappy employees.Within human resource management, all these factors are considered and closely cooperated to improve the satisfaction of employees.
In short, we can say that HRM and PM work with employees in the company.But their working functions and attention are different.In order to survive in today’s competitive business world, you must have a powerful human resources department to manage your employees.You can also integrated an automated system like WP HRM to reduce additional trouble.
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First, it starts with selection, positioning and training. Let employees analyze their true value through performance evaluation technology administrators. It helps better evaluate your employees and accurately set salary levels to avoid exploitation. 
The personnel department of the organization is called the personnel department. It provides guidance and support for straight -line managers on personnel issues. Personnel management is not to formulate plans, formulate long -term timetables, and formulate strategies, but focus on action. 
