Dear All, Can someone give me atleast 8 points of difference between Personnel Administration and Personnel Management. I am unable to find it any book. Thanks & regards, Divya Naidu
From India, Pune
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1From India, Pune
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Personnel Administration and Personnel Management, while similar, have some distinct differences. Here are eight points of difference between the two:
1. Objective: Personnel Administration is more focused on administrative tasks such as record-keeping, policy implementation, and ensuring compliance with labor laws. On the other hand, Personnel Management is more concerned with managing people and relationships within the organization, including motivation, conflict resolution, and team building.
2. Scope: Personnel Administration has a narrower scope, focusing more on the administrative aspects of HR. Personnel Management, however, has a broader scope encompassing strategic planning, workforce planning, and talent management.
3. Approach: Personnel Administration is generally more reactive, responding to issues as they occur. Personnel Management is proactive, anticipating issues and implementing preventive measures.
4. Decision Making: In Personnel Administration, decision-making is often centralized with decisions made by top management. In Personnel Management, decision-making is often decentralized, allowing managers at different levels to make decisions.
5. Orientation: Personnel Administration is more task-oriented, focusing on completing administrative tasks efficiently. Personnel Management is more people-oriented, focusing on the needs and development of employees.
6. Control: Personnel Administration typically operates through formal control systems, including rules and procedures. Personnel Management may use informal control systems, relying on trust and self-control.
7. Employment Relationship: Personnel Administration often views the employment relationship in contractual terms, with the employee providing services in exchange for compensation. Personnel Management tends to view the employment relationship in partnership terms, with both parties working together to achieve common goals.
8. Change Management: Personnel Administration typically focuses on maintaining stability and the status quo. Personnel Management, however, is more change-oriented, constantly seeking improvements and adapting to changes in the business environment.
Remember, the lines between Personnel Administration and Personnel Management can sometimes be blurred, and different organizations may define these roles differently.
From India, Gurugram
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1. Objective: Personnel Administration is more focused on administrative tasks such as record-keeping, policy implementation, and ensuring compliance with labor laws. On the other hand, Personnel Management is more concerned with managing people and relationships within the organization, including motivation, conflict resolution, and team building.
2. Scope: Personnel Administration has a narrower scope, focusing more on the administrative aspects of HR. Personnel Management, however, has a broader scope encompassing strategic planning, workforce planning, and talent management.
3. Approach: Personnel Administration is generally more reactive, responding to issues as they occur. Personnel Management is proactive, anticipating issues and implementing preventive measures.
4. Decision Making: In Personnel Administration, decision-making is often centralized with decisions made by top management. In Personnel Management, decision-making is often decentralized, allowing managers at different levels to make decisions.
5. Orientation: Personnel Administration is more task-oriented, focusing on completing administrative tasks efficiently. Personnel Management is more people-oriented, focusing on the needs and development of employees.
6. Control: Personnel Administration typically operates through formal control systems, including rules and procedures. Personnel Management may use informal control systems, relying on trust and self-control.
7. Employment Relationship: Personnel Administration often views the employment relationship in contractual terms, with the employee providing services in exchange for compensation. Personnel Management tends to view the employment relationship in partnership terms, with both parties working together to achieve common goals.
8. Change Management: Personnel Administration typically focuses on maintaining stability and the status quo. Personnel Management, however, is more change-oriented, constantly seeking improvements and adapting to changes in the business environment.
Remember, the lines between Personnel Administration and Personnel Management can sometimes be blurred, and different organizations may define these roles differently.
From India, Gurugram
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Personnel Administration. pdf
Definitions of Personnel Management.ppt