Personal Management and Human Resource Management
Personal Management and Human Resource Management refer to two concepts of employee administration within an organization.
Personal Management, commonly referred to as Personnel Management, is an established approach for overseeing people at work that emphasizes both administrative and operational concerns.
This type of leadership involves recruiting, selecting, training and compensating employees as well as disciplining those that violate work rules; additionally, it includes keeping employee records current while complying with labor laws while overseeing employee benefits packages.
HRM employs employees with the aim of aligning employee goals and interests with organizational goals by recruiting, selecting, developing, training and compensating personnel accordingly as well as performance monitoring, employee relations management as well as engagement motivation retention programs. HRM stands in contrast as more value-driven and strategic.
What Is Personnel Management (PM)?
Personnel management refers to an approach focused on both administrative and operational aspects of managing human resources, typically prior to HRM being introduced as a concept. Personnel management oversees daily employee activities like hiring, selecting, training and compensating them.
Personnel management encompasses more than simply keeping employee records organized, ensuring compliance with labor laws and overseeing employee benefits; it also encompasses dealing with employee complaints. Personnel managers treat their staff like resources that need to be controlled rather than as strategic allies who contribute towards organizational success.
Personnel management’s primary aim is ensuring an organization has enough human resources, utilized efficiently in meeting organizational goals. This approach is most frequently taken by businesses with many employees that aim at controlling workforces effectively.
Personnel management has often been criticized by critics due to its narrow focus on administrative duties rather than strategic value creation. Human Resource Management represents a more contemporary form of leadership focused on aligning employee goals with organizational objectives.
What Is Human Resource Management (HRM)?
Human Resource Management is an emerging way of overseeing employees in an organization, emphasizing its strategic importance through HRM’s focus on aligning a workforce’s goals and objectives with those of an organization.
Human Resources Management’s primary objective is to motivate and engage an engaged workforce that contributes to an organization’s success. HRM covers many activities related to recruitment, selection, training development and compensation.
HRM also strives to foster an ideal working environment that fosters employee well-being and work/life harmony, recognizing employees as strategic assets in reaching organizational objectives and forging long-term relationships based on mutual respect, trust and shared values.
Human Resource Management is not only accountable for setting strategic directions in organizations but also for complying with labor regulations and laws. HRM oversees employee relations management as well as handling complaints or any conflicts between employees and managers that arise.
Human Resources Management (HRM) is an approach that strives to achieve a balance between employee goals and interests and organizational objectives.
Comparison chart Between Personal Management and Human Resource Management
Here’s a comparison chart contrasting Personal Management with Human Resource Management:
| Aspect | Personal Management | Human Resource Management |
|---|---|---|
| Primary Focus | Personnel and administrative tasks | Strategic management of an organization’s workforce |
| Approach | Transactional, often reactive | Strategic, proactive |
| Basis of Relations | Contractual (based on employment contract) | Partnership (both employers and employees contribute) |
| Recruitment | Job-centric; hiring for a specific role | Competency-centric; hiring for potential and fit |
| Training & Development | Focused mostly on job-specific skills | Holistic development including soft skills and leadership |
| Compensation | Often based on job evaluation and grades | Performance-based and skill-based compensation |
| Communication | Top-down; directives from management to employees | Two-way communication fostering feedback and participation |
| Job Design | Task-focused | Role-focused with emphasis on team dynamics and collaboration |
| Employee Relations | Managed based on terms of employment and adherence to policies | Focus on employee engagement, motivation, and well-being |
| Decision-making | Centralized | Decentralized, with more employee involvement |
| Primary Objective | Ensure compliance and fulfill administrative tasks | Align HR strategies with business goals and enhance organizational performance |
What Are The Distinctive Elements Between Personal Management and Human Resource Management??
Personal and Human Resource Administration can vary significantly. Personal Management refers to an approach focused on administrative and operational aspects of managing employees; while HRM refers to an expansive strategy centered around strategic value creation for human capital within an organization.
Personal Management involves overseeing employees as resources that need to be effectively controlled; on the other hand, Human Resource Management aims to manage staff as strategic partners that contribute toward an organization’s success.
Personal Management’s main role is to enforce compliance with labor laws while Human Resource Management plays more of an advisory role by aligning employee goals and interests with organizational objectives.
Personal Management’s purpose is to secure adequate human resources, manage them efficiently, motivate their use efficiently in an engaged workforce environment and retain top performers. HRM seeks to achieve these aims.
Personal management necessitates administrative and operational skills such as record-keeping, compliance administration and benefit administration; Human Resource management necessitates expertise in talent acquisition, strategic planning and employee engagement.
Personal Management relies heavily on traditional techniques for administration such as top-down control and standard procedures; HRM instead utilizes more modern strategies, like employee empowerment and flexible work arrangements to foster organizational development and achieve value creation.
Personal and Human Resource Administration Are Equivalent
Personal and Human Resource Management both involve unique disciplines with their own distinct characteristics, yet both disciplines share some similarities.
- Recruitment and selection: Recruitment and selection methods encompass the practice of finding qualified applicants by creating job descriptions, advertising vacancies and screening resumes; conducting interviews to assess each potential candidate before selecting them as candidates of interest for consideration for positions available within an organization or project; then ultimately choosing their most desirable individual to fill it.
- Both approaches recognize the significance of providing employees with training and development to strengthen employee performance and skills, including identifying training needs and designing programs accordingly, in addition to offering growth and development opportunities.
- Performance Management: Both approaches involve setting expectations for employee performance, monitoring and assessing it over time, offering feedback to improve it, as well as taking necessary corrective actions if needed.
Employee Benefits In both approaches, benefits are recognized as integral elements to recruiting and retaining high-caliber talent, such as health insurance, pension plans, paid leave packages and other perks for workers.
Compliance With Labor Laws Both approaches recognize the significance of compliance with labor laws for employees’ welfare, providing fair wages and providing a healthy work environment while adhering to labor laws that prohibit discrimination or harassment at work, among other employment matters.
Personal and Human Resource Management share similar goals, objectives and foci.
Conclusion
Personnel management offers another approach to overseeing employees in an organization than Human Resource Management does, with Human Resource focusing more on its strategic value while Personnel concentrating more on administrative and operational duties.
Key differences include scope, goals, objectives, management strategies and required skills and qualifications. They share similarities in certain areas such as employee benefits compliance with labor law recruitment/selection selection/development training performance management employee benefits
Personnel Management (PM) and Human Resource Management can assist organizations in making more informed decisions when managing their workforce, aligning goals and objectives, and driving success within an organization.