Personnel management vs. human resource management Essay

power attention vs. human resource management - Essay ExampleThe philosophy ingrained behind HRM is that humans atomic number 18 the assets of an organization just interchangeable information and other. As such, pre-planned strategies have to be chalked out to properly manage the employees at work. It frankincense takes into narrative all internal or external factors that have a bearing on the performance levels of employees to wit culture of organization, structure, value system, dependency on other departments and cross-functional teams, psychological traits of employees, peer and social group, etc. It is thus an inter-related strategic function focused primarily on quality of human output achieved (IQPC 2006). Evolution of HRM from Personnel Management As mentioned before, HRM has evolved from personnel management through successive stages. Initially, personnel management was just rephrased as human resources management with no major(ip) difference in understanding or pract ice. With increased impulse on enhanced performance demands, coherent people structure and need for a central hands insurance policy, personnel management was re-conceptualized and named as human resources management with specific attention on four major employee areas- work systems, reward systems, employee influence and human resource flow (Poole 199998). However, with shifting focus from cost minimization to utility maximization, personnel management was made distinctive from human resources management as strategy crept into the latter. Thus, era personnel management regards people as workforce and treats matters on superficial levels reactively, human resources management adopts a proactive approach and considers people as assets and primary resource of an organization. Similarities mingled with... Any new initiative in a business scenario first starts at operational level but with continued success and patent resultsit turns strategic in its scope,implications,and implem entations.One such management function is personnel management which started decades back as a mere administrative tool to control operational activities of workforce.With the change in mindset of businessmen and policy makers and with the consideration of workforce as human assets for an organization, personnel management turned strategic with incorporation of other soft factors like performance, motivation, quality, behavior patterns, non-monetary benefits and above all, linkage between organizational objectives and human resource objectives.After analyzing the similarities and differences between personnel management and human resources management, it is pretty much obvious that differences outweigh the similarities. Similarities between the two are of very general nature which cannot serve as the basis for any academic analysis or discussion. It is the differing side which actually initiates the development of an opinion regarding how personnel management and human resources man agement and related. In ultramodern context when globalization is taking the world by storm and responsibility of sustained competitive moulding stays on people, these gaps between personnel management and human resources management will be widened.