Personal Management vs Human resources management

 

HRM is management function concerned with hiring, motivation and maintaining people in an organization. It focuses on people in organization (Aswathappa, 2008). History of managing people go back to centuries. Modern concept of managing people come up with the industrial revolution. Earlier back in Taylorism production efficiency is increase via evaluating the steps in the manufacturing process and dividing manufacturing process in to specialized tasks. After in the scientific management era improvement of economic efficiency based on the time and motion of the people. Fordism is the system of mass production which pioneered in the early 20^th century by the ford motor company.it is a system of mass production and consumption characteristics of high developed economies during the 1940s to 1960s. Above management theories mainly focus on the production process and production efficiency. None of the above theories consider about the human factor in the organizations.

After the World War II, world economy started to bloom and Labor welfare factories act and new labor laws were introduced at that time. After several studies like Hawthorne effects it is noted that the importance of the productivity and performance of the industries depend on the workers satisfaction. The role of “Personal Manager” emerge with the integration of the employee management work with employee welfare work. After years personal managers were criticized because of the lack of negotiation skills and poor labor relationship.

 In mid 1980s “Human resources Management” emerge with the concept of employees identify as an asset to an organization.it enrich with new roles and responsibilities. Human factor considered to be the most important resource of the organization.

PERSONAL MANAGEMENT

The term personnel management was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. Personnel management, rather than resource management, comprises a wide range of activities like recruiting, hiring, staffing, development and compensating, related to managing the workforce. Personal management is traditional and more administrative in the nature.

HUMAN RESOURCE MANAGEMENT

Human resources Management emerge with the concept of employees identify as an asset to an organization.it enrich with new roles and responsibilities. Human factor considered to be the most important resource of the organization. HRM activities are consist of planning, recruitment and selection, training and development, remuneration, welfare, safe and healthy work environment and industrial relations. These functions make sure the organization working in correct way to achieve its’ objectives. HRM comprises a comprehensive vision of how management would like the resources to contribute to the organization's performance beyond the administrative functions of personnel management.

DIFFERENCE BETWEEN HRM AND PERSONAL MANAGEMENT

DIAMENTION	PM	HRM
Focus on	Primarily on activities like employee hiring, remuneration, training and harmony.	Treat the manpower of the organization as a valuable asset and to be valued, sued and preserved.
Approach	Traditional	Modern
Identified manpower as	Production factor or as a machine	Identify as an asset to the organization
Type of functions	Routine functions, based on staffing	Strategic functions, beyond the staffing set of activities to achieve organizational objectives.
Guide to management actions	Based on rules and procedures	Based on business needs
Management role	Transactional role	Transformational role
Pay is based on	Job evaluation	Performance evaluation
Communication	Indirect communication	Direct communication
Labor management	Through the collective barraging	With the individual contracts.
Job design	Based on division of labor	Base on team work to archive specific job.

 

Conclusion

HRM implies a shift in focus and strategy, and is in line with the needs of the modern business, HRM focuses on resource planning, monitoring, and control, whereas Personnel Management was primarily concerned with mediating between management and personnel.

 References

1.      Difference between Personnel Management & HRM

MSG(MANAGEMENT STUDY GUIDE)

https://www.managementstudyguide.com/personnel-management-vs-hrm.htm