dear all, kindly tell me what is d difference between personnel management, human resource and industrial relation. thanx sonu_xiss
From India, Muzaffarpur
Acknowledge(0)
Amend(0)
12From India, Muzaffarpur
Acknowledge(0)Amend(0)
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 the 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 Relations
The term industrial relations has been described as the relationship between management and employees or among employees and their organizations that characterize or grow out of employment.
Objectives of industrial relations:
1. To promote mutual understanding and goodwill among employees and management.
2. To raise the productivity of labor and the organization as a whole.
3. To establish and maintain industrial democracy through workers' participation in management, labor copartnership, and collective bargaining, etc.
4. To minimize all forms of industrial conflict, for example, strikes, lockouts, gheraos, etc.
5. To promote smooth and healthy labor-management relations.
6. To promote mutual cooperation between employers and employees.
7. To integrate the interests of labor and management.
8. To minimize absenteeism and labor 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
Acknowledge(0)Amend(0)
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 the 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 Relations
The term industrial relations has been described as the relationship between management and employees or among employees and their organizations that characterize or grow out of employment.
Objectives of industrial relations:
1. To promote mutual understanding and goodwill among employees and management.
2. To raise the productivity of labor and the organization as a whole.
3. To establish and maintain industrial democracy through workers' participation in management, labor copartnership, and collective bargaining, etc.
4. To minimize all forms of industrial conflict, for example, strikes, lockouts, gheraos, etc.
5. To promote smooth and healthy labor-management relations.
6. To promote mutual cooperation between employers and employees.
7. To integrate the interests of labor and management.
8. To minimize absenteeism and labor 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
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Muzaffarpur
Acknowledge(0)Amend(0)
Sir, thank you. I am Chandra Sekhar working in the pipes industry. Here, all departments are there except the HR department to maintain the personnel officer, but I am an MBA HR student. I am interested in IR, but there is no union. 1800 workers are working, and there are 200 staff members. I have been working here for the past 3 months. How can I implement IR rules and procedures? Please tell me how it should be done. I understand the organizational climate, but please explain the procedure to me. Please help me.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Sonu,
The PM is an older term for HRM, which deals with Trade Unions and all the Legal Issues of the Firm, whereas HRM focuses solely on the Human resources of the Firm.
PM handles Financial, Production, and Output-Oriented matters, while HR is Service and Welfare-Oriented.
Regards, Sukumar.K. Personnel Officer, Karur, Tamil Nadu. 9842023923
From India, New Delhi
Acknowledge(0)Amend(0)
The PM is an older term for HRM, which deals with Trade Unions and all the Legal Issues of the Firm, whereas HRM focuses solely on the Human resources of the Firm.
PM handles Financial, Production, and Output-Oriented matters, while HR is Service and Welfare-Oriented.
Regards, Sukumar.K. Personnel Officer, Karur, Tamil Nadu. 9842023923
From India, New Delhi
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Muzaffarpur
Acknowledge(0)Amend(0)
Difference between Personnel Manager and Human Resource Development:
Definition
Personnel Management - Personnel Management is essentially an administrative record-keeping function at the operational level. Personnel Management aims to maintain fair terms and conditions of employment while efficiently managing personnel activities for individual departments, etc. It is assumed that achieving justice and efficiency in managing personnel activities will ultimately lead to organizational success.
Human Resource Development - Human Resource Management is concerned with developing and implementing people strategies that are integrated with corporate strategies. It ensures that the culture, values, and structure of the organization, as well as the quality, motivation, and commitment of its members, fully contribute to achieving its goals.
HRM carries 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. However, the HRM approach executes these functions in a qualitatively distinct way compared to Personnel Management.
Main Differences between Personnel Management and HRM
• Personnel management is workforce-centered, primarily focusing on the organization's employees, including finding and training them, organizing their payment, explaining management's expectations, justifying management's actions, etc. On the other hand, HRM is resource-centered, mainly directed at management, involving devolving HRM responsibilities to line management, management development, etc.
• Although undeniably a management function, personnel management has not always aligned entirely with management interests, as it becomes ineffective when unable to understand and communicate the aspirations and views of the workforce, similar to how sales representatives need to comprehend and articulate customer aspirations.
• Personnel Management is essentially an operational function, mainly concerned with conducting day-to-day people management activities. In contrast, HRM is strategic in nature, focused on directly assisting an organization in achieving sustained competitive advantage.
HRM is more proactive than Personnel Management. While personnel management deals with maintaining personnel and administrative systems, HRM involves forecasting organizational needs, continually monitoring and adjusting personnel systems to meet current and future requirements, and managing change.
Ramalaxmi
From India, Hyderabad
Acknowledge(0)Amend(0)
Definition
Personnel Management - Personnel Management is essentially an administrative record-keeping function at the operational level. Personnel Management aims to maintain fair terms and conditions of employment while efficiently managing personnel activities for individual departments, etc. It is assumed that achieving justice and efficiency in managing personnel activities will ultimately lead to organizational success.
Human Resource Development - Human Resource Management is concerned with developing and implementing people strategies that are integrated with corporate strategies. It ensures that the culture, values, and structure of the organization, as well as the quality, motivation, and commitment of its members, fully contribute to achieving its goals.
HRM carries 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. However, the HRM approach executes these functions in a qualitatively distinct way compared to Personnel Management.
Main Differences between Personnel Management and HRM
• Personnel management is workforce-centered, primarily focusing on the organization's employees, including finding and training them, organizing their payment, explaining management's expectations, justifying management's actions, etc. On the other hand, HRM is resource-centered, mainly directed at management, involving devolving HRM responsibilities to line management, management development, etc.
• Although undeniably a management function, personnel management has not always aligned entirely with management interests, as it becomes ineffective when unable to understand and communicate the aspirations and views of the workforce, similar to how sales representatives need to comprehend and articulate customer aspirations.
• Personnel Management is essentially an operational function, mainly concerned with conducting day-to-day people management activities. In contrast, HRM is strategic in nature, focused on directly assisting an organization in achieving sustained competitive advantage.
HRM is more proactive than Personnel Management. While personnel management deals with maintaining personnel and administrative systems, HRM involves forecasting organizational needs, continually monitoring and adjusting personnel systems to meet current and future requirements, and managing change.
Ramalaxmi
From India, Hyderabad
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Muzaffarpur
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)HRM
Ø Formulation of objectives, policies, procedures, & programs of human resource & implement them
Ø Reformulate the objectives, policies etc. based on industrial conflicts which are the outcome of unsound IR
Ø Individual employee contact immediate superior
Ø Grievance & disciplinary procedure are resorted to, to solve the employee-employer conflicts
IR
Ø The implementation of HR policies results in IR
Ø The sound IR contributes to the organisational goals. The unsound IR results in industrial conflicts demanding for change & reformulation of HRM objectives & goals
Ø Employees contact even the top mgmt. as a group
Ø Collective bargaining & forms of industrial conflicts are resorted to, to solve the problem
From India, Pune
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
The.Brave.New.W orld.of.eHR.Hum an.Resources.Ma nagement.in.the .Digital.Age.pd f