The essay critically discusses the comparison and contrast on the key features of Human Resource Management and Industrial Relations in academic fields. While Personnel tends to motivate the employees with compensations, rewards and bonuses, Human Resources Management tends to provide motivation through human resources, effective for facing challenges, work groups, and job creativity. Competitiveness Review, 11 2 , 48—56. Training and development Controlled access to courses Learning companies 27. This needs to be highlighted by many authors, but research is not adequate.
In human resource management, decisions are made collectively after considering employee's participation, authority, decentralization, competitive environment etc. The research is based on a sample of 178 firms. The personnel management model has a tendency to attach a great deal significance to norms, customs and established practices, in contrast the human resource model attaches importance to values and mission. Moreover, Sparrow and Hiltrop 1994 noted that differences between societies can be explained by cultural factors a form of cultural reductionism , and must be modified to consider interactions between cultural norms, legal institutions and underlying economic factors. Introduction With the development of globalization, the blending and collision of domestic enterprises and foreign enterprises is becoming more and more fierce Xinqi, 2004. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success. This means that although employees are tied on a contract to the organization in serving the latter, they deserve to be treated with respect and fairness in all aspects.
On the contrary, Human Resources Management forms an integral part of a company or an organization. In a nutshell, it is an art of utilizing the human resources of an organization, in the most efficient and effective way. Traditional personnel management often focuses on managing a workforce from an administrative standpoint. However, integrated distribution of initiatives is there in Human Resource Management. Conflict handling Reach temporary truces Manage climate and culture 26. Personnel management is regarded to be more administrative in nature.
In this shortened version of my inaugural lecture, a positive psychological approach is used to deal with the possibilities both employees and working organizations have to stimulate employees to develop healthy, prosperous, challenging, and productive careers until retirement age or even after that. 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. Management can be viewed from the simple view that is to get things done through others resources or also make reference to the planning, controlling, and decision-making functions within organizations. Identify the key differences between Personnel Management and Human Resource Management. Good managers also remember that these particular assets are human beings.
The relationship between the work force and the management is governed by collective bargaining as well as employment contracts. Space limitations preclude an examination of that debate here, but it is clear that the concept developed initially from work in the United States of America in the 1960s and 1970s and since then has been adopted increasingly in the academic literature, by consultancy services and in organizational terminology. This leadership style encourages business objectives to be shared by both employees and management. The ultimate aim is to use the full potential of human resources for serving the needs of the customers and developing organisational competencies. On the other hand, human resource management has a wider scope and considers employees as the asset to the organization. On the base of review of the origins and transition of the tow. The main difference between Personnel Management and Human Resource Management lies in their scope and orientation.
Foci of attention for interventions Personnel procedures Wide ranging cultural, structural and personnel strategies. National factors include societal hierarchy, different cultures and mental models, societal structure, and language. © 2003 Wiley Periodicals, Inc. Human resource management is a strategic function. Data collection, Following, Job satisfaction 1077 Words 5 Pages chapter 1 People management: personnel management and human resource management i n tro d u c t i o n Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. Under human resource management, employees are provided with more training and development opportunities. Here, the pay is designed to encourage continuous job performance and improvement which is linked to value-added incentives such as gain sharing schemes, group profit sharing and individual incentive plans.
Personnel management is a traditional approach of managing people in the organization. What is striking is that the same term is with the capacity of signaling diametrically complete opposite set of communication. This is merely known as division on labour based on job needs and skill possessions and requirement. I spy, you spy business espionage. Some are listed below: i Nature of relations: The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. Ashly Pinnington and George Lafferty 2003, P. Personnel management assumes people as a input for achieving desired output.
Lesson Summary Let's review what we've learned. Categories , Tags , , Post navigation. It facilitates adjusting human resource policies and practices with the strategies of the organization, whether corporate or functional. It promotes mutuality in terms of goals, responsibility, reward etc. 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.
Job design Division of labour Teamwork 25. Is the concept, as opposed to the terminology, applicable in Europe? This article examines the conflict between cultural heritage and the current forces of global competition in Europe. 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. Human resource management, Human resources, Job interview 1652 Words 5 Pages Differences between leadership and management 2. People are responsive, they feel, think and act therefore they can not be operated like a machine or shifted.