Difference between personnel management and human resource management

Sl.no dimension Personnel management Human resource

management
1 Traditional vs modern Is a traditional approach of
managing people in an
organization.
Is a modern approach of
managing people and their
strengths in the organization.
2 scope Includes functional activities
such as manpower planning,
recruitment, job analysis, job
evaluation, payroll
administration, performance
appraisals, labor law
compliance, training
administration, and related
tasks
includes all these activities plus
organizational developmental
activities such as leadership,
motivation, developing
organizational culture,
communication of shared
values, and so forth.
3 Job design Done on basis of division of
labour.
Is done on the basis of group
work/team work.
4 Nature Tends to attach much
importance to norms, customs
and established practices.
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.
5 Approach Remains aloof from core
organizational activities,
functions independently, and
takes a reactive approach to
changes in corporate goals or
strategy
Remains integrated with
corporate strategy and takes a
proactive approach to align the
workforce toward achievement
of corporate goals.
6 Application 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
7 Training Employees are provided with
less training and development
opportunities.
Employees are provided with
more training and development
opportunities.

8 Decision making Decisions are made by top
management as per the rules
and regulations of the
organization.
Decisions are made collectively
after considering employees
participation,authority and
decentralization.
Sl.no. Dimension Personnel management Human resource
management
9 Aim/focus Is workforce centered,
directed mainly at the
organizations employees;
such as finding and training
them, arranging for them to
be paid, explaining
managements expectations,
justifying managements
actions etc.
Is resource centered, directed
mainly at management, in
terms of devolving the
responsibility of HRM to line
management, management
development etc.

10 Contract Careful delineation of written
contracts
Aim to go beyond contracts
11 Speed of Decision Slow Fast
12 Function Personnel Management is
basically an operational
function, concerned primarily
with carrying out the day-to
day people management
activities.
HRM is strategic in nature, that
is, being concerned with
directly assisting an
organization to gain sustained
competitive advantage.
13 Communication Indirect Direct
14 Prized management
skills
Negotiation Facilitation
15 Selection and
recruitment
Separate , marginal task Integrated, key task
16 Pay Job evaluation(fixed grades) Performance related
17 Labour management Collective bargaining contracts Towards individual contracts
18 Conflict handling Reach temporary truces Manage climate and culture
19 Conditions Separately negotiated harmonized










Human resource development

HRD is a continuous process. HRD is concerned with the development of Human Resource in an
organisation. Human Resource Development is the integrated use of training, organization, and
career development efforts to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current and
future jobs through planned learning activities. Groups within organizations use HRD to initiate
and manage change. Also, HRD ensures a match between individual and organizational needs.

Concepts of HRD:- this is divided into 3 parts:-
(a) Investment- in human resource to enhance productive capabilities.
(b) Utilization- of those human resource to produce increased output.
(c) Participation- of the human beings who have improved resources (better education,
skill etc.) in the consumption of that increased output through a better quality of life.

Human resource development includes:

(a) Performance Appraisal:- is the process of determining how well a worker is
performing his job.
(b) Potential appraisal:- provides necessary data which helps in preparing career plans
for individuals.
(c) Feedback Counseling:- Feedback of performance data can be used to monitor and
individual development and for identifying training needs counseling serves several
purposes any organisation. It helps in strengthening the superior and subordinate
relationship and improvement in communications, strength, and weakness.
(d) Training:- is the act of increasing the knowledge and skill of an employee for doing a
particular.
(e) Recruitment:- It is the process of attracting the potential employees to the company.
(f) Selection:- is the process in which candidates for employment are divide into 2
classes:- Those who to be offered, those who are not.
(g) Placement:- is the process assessing the selected with the most suitable job.