What is the Difference Between Human Resource Management and Personnel Management?
🆚 Go to Comparative Table 🆚The main difference between human resource management (HRM) and personnel management lies in their scope and approach. Here are the key differences between the two:
- Scope: Personnel management focuses on basic administrative tasks such as hiring, paying, training, and maintaining employee relationships. HRM, on the other hand, has a broader scope that includes employee development, wellbeing, and maintaining good working conditions. HRM also aims to establish a rewarding company culture and build strong connections between management and staff.
- Employee Focus: Personnel management treats workers as tools or machines, whereas HRM views employees as valuable assets to the organization. HRM emphasizes mutuality in terms of goals, responsibility, and rewards.
- Decision-making: Decision-making in personnel management is often slower, while HRM tends to be faster in making decisions.
- Strategic Approach: HRM is more strategic and involves the strategic employment of individuals, viewing employees as resources to the company. Personnel management is a traditional way of managing employees, focusing on action rather than planning, long timetables, and setting strategies.
In summary, personnel management is a more traditional approach to managing employees, focusing on basic administrative tasks. HRM, on the other hand, is a more strategic and comprehensive approach that aims to develop and retain employees, fostering a positive work environment and promoting mutual goals and responsibilities.
Comparative Table: Human Resource Management vs Personnel Management
Here is a table comparing the differences between Human Resource Management (HRM) and Personnel Management:
| Feature | Personnel Management | Human Resource Management (HRM) |
|---|---|---|
| Focus | Administrative tasks, hiring, paying, training, and ensuring employee harmony | Strategic management of employees, alignment with organizational goals, and long-term implications of HR decisions |
| Objective | Ensuring the organization has the right number of people with the required skills | Ensuring the organization has a pool of talent and skills to thrive in the long term |
| Scope | Limited to managing the employees of an organization | Holistic approach that considers the whole person and includes all aspects related to managing an organization's human resources |
| Major Functions | Employee hiring, remuneration, training, and harmony | Recruitment & staffing, Equal employment opportunity, HR development, Remuneration, Employee relations, Continuous improvement |
| Decision Making | Slow | Fast |
| Job Design | Division of Labor | Groups/Teams |
| Initiatives | Piecemeal | Integrated |
| Collective Bargaining Contracts | Individual Contracts |
In summary, Personnel Management focuses on administrative tasks and hiring, while HRM is a more strategic approach that aligns with an organization's goals and considers the long-term implications of HR decisions. Personnel Management is limited to managing employees, whereas HRM takes a holistic view of the organization's human capital.
- Personal Management vs Human Resource Management
- IHRM vs HRM
- Industrial Relations vs Human Resource Management
- HRM vs HRD
- Human Resources vs Human Capital
- HRM vs SHRM
- Personal vs Personnel
- Administration vs Management
- Recruitment vs Hiring
- Hiring vs Recruitment
- Leadership vs Management
- HR vs Public Relation (PR)
- Hard vs Soft HRM
- Business Administration vs Business Management
- Scientific Management vs Administrative Management
- Educational Management vs Educational Administration
- Tourism Management vs Hospitality Management
- Entrepreneurship vs Management
- Supervisor vs Manager