I hv noticed tht in different companies, the depts are different..
Please clearify my doubt what is the professional differences between HR. Personnel, IR & Amin.
Human resource management is a modern term for what has traditionally been referred as presonal management or administration.Personal Management is as such considered as much narrower and more clerically oriented than HRM.
Industrial Relations(IR) is an area where a person deals with labour laws,statutory compliances,- Dealing Labour & Industrial cases Labour court, I.T. & High court.- Implementation of V.R.S. & other outsourcing scheme.- Liaison with labour department at local, Regional & State level,Welfare & social security scheme etc.
Administartion is a department which takes care of the various facilities that has to be provided to employes for smooth functioning of their duties and responsibilities viz travelling facilities,hotel arrangements for guests or clients or employees ,purchases of office equipment like systems,tables,canteen,coffee meachines,couriers etc.
I accept with Vijay and the other friend who didn't mention his name.
*Now the latest terminology is comming up in the HR field by name, HCM (Human Capital Mgt.) and HPM(Human Potential Mgt.).
*These are all the revised terms of Personnel Mgt (Managing People at work) in the market according to the latest market trend with the revised resposibilities in the HR field to manage the people in a better way. :)
the terminology has changed from personnel management to Human Resource Management.
As far as PM is concerned it deals with recruitment, salary processing and F&F. But now adays with HRM the HR has been given more responsibility which includes the Recruitment, induction, training, Salary processing, appraisals, staff welfare etc.,
In future we might come across few more new terminology!!!!!!!
the personnel is actually the traditional role i.e. monitoring the attendance and punctuality of a person, keeping the records of leaves, managing the payroll etc. In HR, u r not only confined to the above roles but also to get the right people for the right job, and develop the policies and create an environment to retain and motivate them and get the best out of them. also, performance appraisal should be goal based (to be set at the start of the year after the mutual consent of the boss & the subordinate), career and succession planning etc.
Administration is the day to day operational work, like some repair and maintenance, arranging office supplies and stationery, managing company transport (if any) managing the outsourced activities (e.g security and janitorial services etc.)
Industrial relations is concerned wiht the organizations having unionized workers / work environment (i.e. dealing with labor union workers, office bearers, negotiating and bargaining the demands made by the workers)
I hope that you may have a clearer idea of all the above.
basically Personnel Mgt deals with procedural aspects.
Where as HR deals with overall development of employees, which in turn contributes to productivity. HR fad include job analysis, competency mapping, t&D, assessment centres.....
However, in many companies, they just change name boards from Personnel to HR, but roles and responsibilities are same. A very few companies like Siemens, L&T which have resources use such HR fad.
I thing its depend on organisation what name to be given to dept.Now all these things comes in Generalise profiles I.e Manager HR - Generalise profile....Means inclueds all i.e HR IR Welfaer, Recruitment , Legal compliance , Sal processing . If organisiation very much big then they can depute diffrent authorities to carry the said functions.
Ultemately the name have been changed functions remain same.
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