Human Resource And Labour Laws
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dear all, kindly tell me what is d difference between personnel management, human resource and industrial relation. thanx sonu_xiss
From India, Muzaffarpur
Dear Sonu

Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company’s workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.

Industrial Relation---

The Term industrial relation has been described as relationship between Management and employees or among employees and their organizations that characterize or grow out of employement.

Objective of industrial relation—
1-To promote mutual understanding and good will among employees and management.
2-To raise the productivity of labour and the organization at whole.
3-To establish and maintain industrial democracy through Workers participation in management,labour coparternership and collective bargaining etc.
4-To minimize all forms of Industrial conflict,for example- strike,lockouts,gheraos etc
5- to promote sm0oth and healthy labour management relations.
6-To promote mutual cooperation between employers and employees.
7- to integrate the interest of labour and management.
8-To minimize the absenteeism and labour turnover.
9-to promote the welfare of the worker.
10-To encourage and develop strong Trade unions.
11 To bring about government control over plants and units running into losses.

From India, Mumbai
dear satyam sir, thanx for providing me valuable information, it is definitely going to help me in my understanding of PM,HR &IR. sonu_xiss
From India, Muzaffarpur
sir, thank you?i am chandra sekhar working in pipes all deparments there expt hr maintaing the personal officer.but i am m.b.a hr student?i am intrested ir.but no union.1800 workers working,staff 200 members 3months working,how to implement ir rules and procedure?plz tell to me?how it will be stated.i under stand the orgation clamaite.but tell to me procedure?plz help me?
From India, Hyderabad
Hi Sonu
The PM is Older term of HRM which is deal with Trade Unions and all the Legal Issues of the Firm where as HRM deals only of the Human resource of the Firm.
PM is Handling Financial, Production, Output Oriented matters; HR is Service, Welfare Oriented.
Personnel Officer,
Karur Tamilnadu.

From India, New Delhi
dear suku as u told that pm deals with trade union then what are the roles of IR people, kindly also tell me what are the roles of IR manager regarding trade union. thanx 4 ur respone. sonu_xiss
From India, Muzaffarpur
Difference between Personnel Manager and Human Resource Development:


Personnel Management - Personnel Management is thus basically an administrative record-keeping function, at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. 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.

Human Resource Development - Human resource management is concerned with the development and implementation of people strategy which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals.

HRM is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development etc. But, the HRM approach performs these functions in a qualitatively DISTICNT way, when compared with Personnel Management.

Main Differences between Personnel Management and HRM

• Personnel management is workforce centered, directed mainly at the organization’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. While on the other hand, HRM is resource –centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc.

• Although indisputably a management function, personnel management has never totally identified with management interests, as it becomes ineffective when not able to understand and articulate the aspirations and views of the workforce, just as sales representatives have to understand and articulate the aspirations of the customers.

• Personnel Management is basically an operational function, concerned primarily with carrying out the day-to day people management activities. While on the other hand, HRM is strategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitive advantage.

HRM is more proactive than Personnel Management. Whereas personnel management is about the maintenance of personnel and administrative systems, HRM is about the forecasting of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change.


From India, Hyderabad
dear Ramalaxmi, thanx for providing me valuable information, it is definitely going to help me in my understanding of PM,HR &IR. sonu_xiss
From India, Muzaffarpur
hi all enjoy "Yesterday is history, tomarrow is Mistry Hence Today is called as Present (Gift)" So enjoy each & every movement of ur life happy way
From India, Pune

Attached Files
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There are only two important parties viz. employee & employer

Formulation of objectives, policies, procedures, & programs of human resource & implement them

Reformulate the objectives, policies etc. based on industrial conflicts which are the outcome of unsound IR

Individual employee contact immediate superior

Grievance & disciplinary procedure are resorted to, to solve the employee-employer conflicts
These are four imp parties viz., employer, employee, trade unions & govt.

The implementation of HR policies results in IR

The sound IR contributes to the organisational goals. The unsound IR results in industrial conflicts demanding for change & reformulation of HRM objectives & goals

Employees contact even the top mgmt. as a group

Collective bargaining & forms of industrial conflicts are resorted to, to solve the problem

From India, Pune
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