Shaikha Al Suwaidi
Hi everybody .. I would like to know the difference between PM and HRM :)
From United Arab Emirates, Dubai
Performance Management, Surveys, Technical
Working As Sr. Officer - Hr & Admin
Clinical Psychologist & Lecturer
+4 Others

Use factoHR and automate your HR processes

Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.


Hi, plz read DR. ASWATHAPPA’S HRM TEXTBOOK. He has given excellent explaination on it. Regards, Amruta
From India, Pune

You can also look into Mamoria. This is a standard Indian HR management textbook. You will find all the basic inofrmaiton that you my need. Regards Sonali
From India, Thana
i guess the best book for this topic is Ashwathapa.. its content is very good.. on this topic... was really very helpful to me.. when i had gone through this topic... Regards, NEHA AGARWAL
From India, Pune

dear friend,
the difference between PM and HRM is that,
PM is organization centered while HRM is employee centered.
Oflate, the term PM has vanished in the corporate cirlces but it still persists in Public sector Units and other Manufacturing companies. HRM prevails but in early ninetys it has transformed itself to HRD.
Dr. Prageetha

From India, Warangal
Suri Babu Komakula

Dear Sir,
Basically, Personnel Management and Human Resource Management are similar. In good olden days, the concept of Personnel Management was in practice. Now a days, due to tremendus changes in the Society and development of Corporate structure, the term Personnel Management is now being termed as Human Resource Management. The concept, the theories, the systems, the policies, proceedures, and programmes whch are in Personnel Management, have been designed in a moderate level in the shape of Human Resource Management and a new systematic procedures in HRM were developed by many Management Experts, to suit to the needs of the present day situation.Now HRM practices and policies are very much used in various firms and Corporate sectors to promote their objectives in a bestter systematic way to gain benefits in all aspects.
Suri Babu Komakula

From India, Vijayawada
Suri Babu Komakula

Dear friends Could any body explain the concept of " Induction" in the Corportate sector and its aims and objectives as well as advantages Suri Babu Komakula
From India, Vijayawada
hi hey u luk for if in the buk called human resourse development by v.s.p. this buk v have a chapter hrd in has the best difference u need thanx
From India, Pune
The concept of Personnel management and HR management is different.
In olden days, Personnel management was carried out while now HR management is into practice.
The main difference is that the Personnel manager views employee as the cost center: means according to the personnel point of view- the company just invests and pays to the employee for his work, While, the HR manager views the employee as the profit center because from this point of view the employees contribute in the success and growth of the organisation.
HR management is the concept used nowadays because gone are those days and now the concept of HR managment is the employees are the key for the profit of the organsiation.

From India, Ahmadabad

hope this will be of some use to you...

1) PM is traditional, routine, maintenance-oriented, administrative function whereas HRD is continuous, on-going development function aimed at improving human processes.

2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.

3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning and advancing continuously.

4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions.

5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.

6) Important motivators in PM are compensation, rewards, job simplification and so on. HRD considers work groups, challenges and creativity on the job as motivators.

7) In PM improved satisfaction is considered to be the cause for improved performance but in HRD it is the other way round (performance is the cause and satisfaction is the result).



From India, Bangalore

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2022 CiteHRŽ

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server