Human Resource
INTRODUCTION
Human resource management is the overall responsibility for recruitment, selection, appraisal, staff development and training, understanding and implementing employment legislation and there welfare in the working place.
Personnel management is the part of management that is concerned with people and their relationships at work, it is deeply concerned with the people working in various organizations and the relationships among them
Their main similarities are; 1. They both use the same strategies. Strategies are the organization's plans for managing people, culture, structure, and training and development, and for determining how people fit into the organization's future growth 2. They both recognize line managers as the ones responsible in managing people in the organization. 3. In both workers are the main subject 4. They both have the same functional activities like planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development. 5. They both attach importance to the processes of communication and participation within an employee relations system. 6. They both have the same most essential function and that is matching people to the changing organizational requirements, placing and developing the right people in and for the right jobs.
Their main differences are that; 1. Personnel management is a practical, utilitarian and instrumental, and mostly concerned with administration and the implementation of policies while HRM conversely has strategic dimensions and involves the total deployment of human resources within the firm. 2. HRM is concerned with the wider implications of the management change and not just the effects of change on working practices. It seeks proactively to encourage flexible attitudes and the acceptance of new methods. 3. Personnel management is reactive and diagnostic. It responds to
Human resource management is the overall responsibility for recruitment, selection, appraisal, staff development and training, understanding and implementing employment legislation and there welfare in the working place.
Personnel management is the part of management that is concerned with people and their relationships at work, it is deeply concerned with the people working in various organizations and the relationships among them
Their main similarities are; 1. They both use the same strategies. Strategies are the organization's plans for managing people, culture, structure, and training and development, and for determining how people fit into the organization's future growth 2. They both recognize line managers as the ones responsible in managing people in the organization. 3. In both workers are the main subject 4. They both have the same functional activities like planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development. 5. They both attach importance to the processes of communication and participation within an employee relations system. 6. They both have the same most essential function and that is matching people to the changing organizational requirements, placing and developing the right people in and for the right jobs.
Their main differences are that; 1. Personnel management is a practical, utilitarian and instrumental, and mostly concerned with administration and the implementation of policies while HRM conversely has strategic dimensions and involves the total deployment of human resources within the firm. 2. HRM is concerned with the wider implications of the management change and not just the effects of change on working practices. It seeks proactively to encourage flexible attitudes and the acceptance of new methods. 3. Personnel management is reactive and diagnostic. It responds to