Hi Every body, Please send the difference between HR & Personnel. Thanks K.Jayaprakash 9994215920
From India
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While digging for the difference between Human Resources and Personnel, you are most likely going to get very divergent views, depending on which sphere of experts you question. While some strongly affirm that there is no difference between the two, others will recognize the variance but will still acknowledge the unmistakable similarities. In lay terms, however, there's a general tendency to use the terms interchangeably.
The difference, when acknowledged, between HR and Personnel is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance, and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR's primary goals is to provide a suitable environment for employees to fully utilize their skills and work at maximum efficiency levels.
The tasks that are common within Personnel management include the traditional, routine duties; thus, it is generally described as reactive, i.e., only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company's workforce more efficiently. It is, therefore, generally considered proactive. There's an ongoing development of policies, functions, and skill assessments all aimed at improving the company's workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company's senior-level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation, and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation, and a standard paid annual leave in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups, and efficient strategies to meet challenges.
From India, Gurgaon
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671The difference, when acknowledged, between HR and Personnel is often depicted as philosophical. Personnel management encompasses more administrative disciplines of payroll issues, employment law compliance, and all other related tasks. On the other hand, HR is more concerned with the management of a workforce, as this is one of the key resources that drive the day-to-day operations of a company; hence its success.
Whenever a distinction is made between Human Resources and Personnel management, Human Resources is always represented to a broader extent than Personnel management. Human Resources, it is said, embodies and elaborates tasks of Personnel management, and at the same time, creates and develops teams of employees for the advantage of the company. One of HR's primary goals is to provide a suitable environment for employees to fully utilize their skills and work at maximum efficiency levels.
The tasks that are common within Personnel management include the traditional, routine duties; thus, it is generally described as reactive, i.e., only responding to demands as they arise. Human resources, on the other hand, involves continuous innovation and strategizing to manage a company's workforce more efficiently. It is, therefore, generally considered proactive. There's an ongoing development of policies, functions, and skill assessments all aimed at improving the company's workforce.
While Personnel management is often not considered to be influenced by the organization, HR is generally considered an integral part of the organizational functions. Personnel management duties are solely the domain of the Personnel department. However, with regards to HR, most of the company's senior-level employees (managers) are somehow involved, and a key goal may be to engage the managers in the skills development processes needed to accomplish personnel-related duties.
In terms of performance, motivation, and rewards, Personnel management typically endeavors to reward and motivate employees with salaries, bonuses, compensation, and a standard paid annual leave in order to derive employee satisfaction. For HR, the primary motivators are seen as job creativity, work groups, and efficient strategies to meet challenges.
From India, Gurgaon
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Hi,
Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
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.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
Cheers,
Padma
From India, Hyderabad
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Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
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.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
Cheers,
Padma
From India, Hyderabad
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Personnel is more of administration, wage administration, compliance with laws, etc.
On the other hand, HR encompasses all of these aspects and many more activities such as employee motivation, soft skills training, employee engagement, and fun activities.
Cheers,
Padma
From India, Hyderabad
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On the other hand, HR encompasses all of these aspects and many more activities such as employee motivation, soft skills training, employee engagement, and fun activities.
Cheers,
Padma
From India, Hyderabad
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Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
With Regards,
Phanindra
From India, Hyderabad
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For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
With Regards,
Phanindra
From India, Hyderabad
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Dear Friends,
HR and Personnel concepts are almost the same. HR is the newborn baby of Personnel.
Personnel:
1. It's an ancient concept of dealing with people.
2. Personnel treat workers as a tool for the organization.
3. It thinks workers are used only for organizational profit.
4. If workers are involved in misconduct, the punishment will be severe.
HR:
1. Modern concept of dealing with workers.
2. HR concept treats the workers not only as tools for production but also as assets of the company.
3. It deals with workers not only as individuals but also considers physical, psychological, social, and economic factors.
4. Utilizes various HR concepts like employee counseling, employee relations, rewards, awards, etc.
5. If workers are involved in misconduct, they are given a chance to understand their importance.
Thank you.
From India, Bangalore
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HR and Personnel concepts are almost the same. HR is the newborn baby of Personnel.
Personnel:
1. It's an ancient concept of dealing with people.
2. Personnel treat workers as a tool for the organization.
3. It thinks workers are used only for organizational profit.
4. If workers are involved in misconduct, the punishment will be severe.
HR:
1. Modern concept of dealing with workers.
2. HR concept treats the workers not only as tools for production but also as assets of the company.
3. It deals with workers not only as individuals but also considers physical, psychological, social, and economic factors.
4. Utilizes various HR concepts like employee counseling, employee relations, rewards, awards, etc.
5. If workers are involved in misconduct, they are given a chance to understand their importance.
Thank you.
From India, Bangalore
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Dear Friend,
There is not a really big difference between Human Resource Management and Personnel Management; in actual fact, "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways: strategic and proactive. The reason is that their strategies are ongoing, and they constantly work towards managing and developing an organization's workforce. It can be seen as proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of management where almost everybody in a managing position can play a part in training and development. They aim to have many different managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as an independent way of managing.
Regards,
Vinod
From India, Madras
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There is not a really big difference between Human Resource Management and Personnel Management; in actual fact, "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management.
Human Resource Management could be described in two ways: strategic and proactive. The reason is that their strategies are ongoing, and they constantly work towards managing and developing an organization's workforce. It can be seen as proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of management where almost everybody in a managing position can play a part in training and development. They aim to have many different managers in various departments with the necessary skills to handle employee tasks at hand.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as an independent way of managing.
Regards,
Vinod
From India, Madras
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The difference between HR and Personnel, few decades ago it was personnel but latest concept is Human Resources further it is nothing but two sides of same coin
From India, Bangalore
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From India, Bangalore
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In Personnel, you will mostly work in administrative roles such as wage administration and ensuring compliance with laws. On the other hand, HR is a professional field where you will engage in various activities like employee motivation, training (including soft skills), appraisal systems (based on employee's skills and competency matrix), employee engagement, and organizing fun activities.
Thanks & Regards,
Sandeep Kumar Dwivedi
Email: sandeepdwivedi.86@gmail.com
From India, Delhi
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Thanks & Regards,
Sandeep Kumar Dwivedi
Email: sandeepdwivedi.86@gmail.com
From India, Delhi
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