In the Executive Summary and you can get a copy hereBersin principal analyst Stacey Harris references the article and writes: Though controversial and full of assertions that were hard to face, the article summed up important frustrations that were common among HR professionals at the time. But where does HR go from here? Today, smart companies do have a place at the table for HR.
Personnel management is a predominantly administrative record-keeping function that aims to establish and maintain equitable terms and conditions of employment. Human resource management integrates the traditional personnel management functions to corporate goals and strategies, and performs additional people-centered organizational developmental activities.
Significant difference exists between personnel management and human resource management in terms of scope, approach, and application. The scope of personnel management includes functional activities such as manpower planning, recruitment, job analysis, job evaluation, payroll administration, performance appraisals, labor law compliancetraining administration, and related tasks.
Human resources management includes all these activities plus organizational developmental activities such as leadership, motivation, developing organizational culture, communication of shared values, and so forth.
It seeks to optimize the use of human resources for the fulfillment of organizational goals. This strategic and philosophical context of human resource management makes it more purposeful, relevant, and more effective compared to the personnel management approach.
Comparison of Human Resource Strategies. An essay comparing the human resource management strategies of Mobilink and Telenor. Telenor is the prevalent mobile telecommunications operative. The human resource philosophy of the company is based on the seven cardinal beliefs 1. Self-Managing Resource We believe that the human being is a fundamentally different and unique resource in that he/she is simultaneously a source, a resource and the end of all economic and social activity. Connection Between Employee Relations and Human Resources. A fully staffed human resources department does well to have an employee relations specialist; however, the human resources manager should be well-versed in all of the field's disciplines. In this case, the HR manager is expected to assume responsibility for employee relations.
Difference in Approach The personnel management approach tends to attach much importance to norms, customs and established practices, whereas the human resource approach gives importance to values and mission. 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 human resource management approach remains impatient with rules and regulations. HR managers tend to relax rules based on business needs and exigencies, and aim to go by the spirit of the contract rather than the letter of the contract. An illustration of this difference in approach lies in the treatment of employee motivation.
The personnel management approach holds employee satisfaction as the key to keeping employees motivated, and institutes compensation, bonuses, rewards, and work simplification initiatives as possible motivators.
The human resource philosophy holds improved performance as the driver of employee satisfaction, and devises strategies such as work challenges, team work, and creativity to improve motivation.
Difference in Nature Another dimension of the difference is the proactive nature of human resource management compared to the reactive nature of personnel management. Personnel management remains aloof from core organizational activities, functions independently, and takes a reactive approach to changes in corporate goals or strategy.
Human resource management remains integrated with corporate strategy and takes a proactive approach to align the workforce toward achievement of corporate goals.
For instance, while the personnel management approach concerns itself with a reactive performance appraisal process, human resource management approach has a more comprehensive and proactive performance management system that aims to correct performance rather than make a report card of past performance.
Difference in Application Personnel management is an independent staff function of an organization, with little involvement from line managers, and no linkage to the organization's core process. Human resource management, on the other hand, remains integrated with the organization's core strategy and functions.
Although a distinct human resource department carries out much of the human resource management tasks, human resource initiatives involve the line management and operations staff heavily.
Personnel management also strives to reconcile the aspirations and views of the workforce with management interest by institutional means such as collective bargaining, trade union-based negotiations and similar processes. This leads to fixation of work conditions applicable for all, and not necessarily aligned to overall corporate goals.
Human Resource management gives greater thrust on dealing with each employee independently and gives more importance to customer-focused developmental activities and facilitating individual employees rather than bargaining or negotiating with trade unions.
Finally, in any discussion of personnel management vs human resource management, we must include that personnel management lays down rigid job description with many grades and a fixed promotion policy—usually based on seniority and performance appraisal ratings.
Human resource management, on the other hand, has relatively fewer grades and ranks, with broadly defined job responsibilities providing much scope for applying creativity and initiative, and plenty of career paths, with skills, talent and commitment the key drivers of career advancement.
References Legge, Karen Rhetorics and Realities Anniversary ed.The Cranfield Network on International Human Resource Management (CRANET) was launched in to collect information regarding human resource management (HRM) practices and policies worldwide.
The activities performed by human resources teams should directly correlate with HR practices. If they don't, the disconnection can illustrate the concept of being up a creek without a paddle: It.
Comparison of HR practices and employment relations philosophies in China and Taiwan.
Introduction. Foucault enveloped sj5do's realism hypothesis. Comparison of HR Practices and Employment Relations Philosophies in China and Taiwan Introduction In the face of ever-increasing globalization, both China and Taiwan have now joined the World Trade Organisation (WTO); a more open market economy and closer integration with the global economic order appears to be inevitable for both countries (Magarinos et al.
). A Review on the Relationship between HRM Practices and Firms’ Performance 1Choi Sang Long, 1Tan Owee Kowang, Various models of Human Resources Management have been developed from time to time by different (), Formal training in comparison with informal training is more effective and significantly associated with .
This free Business essay on Overview of the practices of Human Resources is perfect for Business students to use as an example. This free Business essay on Overview of the practices of Human Resources is perfect for Business students to use as an example. Tel: During this same period, Elton Mayo, the father of human relations, had.