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Human Resource is one of the Most Important Parts of any Organization. In other words, Human resources are considered the backbone of any organization. The concept of HRM was introduced in the 1960s. It plays a vital role in creating an organization.
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Role Of Human Resource Management (HRM) In Organization Human Resource is one of the Most Important Parts of any Organization. In other words, Human resources are considered the backbone of any organization. The concept of HRM was introduced in the 1960s. It plays a vital role in creating an organization. HRM is a very fast-growing concept. Human Resource Management is all about allowing staff to utilize their qualities in order to fulfill their contribution and role of the organization's motive and aim. Human Resources Management (HRM) included all activities like training, recruitment, satisfying employee's needs, and also confirming personnel and management practice. Now, Let's discuss the difference between HRM And Personnel Management Although both human resource management (HRM) and personnel management focus on people management, if we examine critically, there are many differences between them. Some are listed HRM, on the contrary, encourages organizations to look beyond pay for functional duties. Here, the pay is designed to encourage continuous job performance and improvement which is linked to value-added incentives such as gain sharing schemes, group profit sharing, and individual incentive plans. The job design is no more functional based but teamwork and cyclical based. HRM creates a new approach towards job design such as job rotation which is inter and intra-departmental based and job enlargement which encourages one potential and capable individual to take on more tasks to add value to his/her job and in return enjoy added incentives and benefits. Some Differences are: Time and Planning: In personnel Management time and planning are short-term and reactive whereas in the case of Human Resource Management Time and planning are the Long term, Proactive, Strategic, and Integrated.
Control Flow: In the case of Personal Management Control Flow is External whereas In the case of HRM Flow is Self Control. Employee Relations: Employee relations are Collective and of Low trust, in case of Personnel Management whereas Relations are of High Trust and Individual in case of Human Resource Management Roles: Roles are Specialist in the case of personnel management whereas these are largely integrated into the case of Human Resource Management. Evaluation Criteria: Evaluation criteria is cost-effective in the case of Personnel whereas in the case of HRM there is maximum Utilization.
