Sharmake Hassan Osman

 MEANING OF HRM AND PERSONNEL MANAGEMENT  Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.  According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.” According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.” Sharmake Hassan Osman

Human Resource Management could be described in two ways : 1-Strategic 2-Proactive The reason being that there strategies are ongoing and they constantly work towards managing and developing an organizations 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 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. Sharmake Hassan Osman

DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT Quoted: "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. Sharmake Hassan Osman

HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANAGEMENT HRM PM HRM is proactive in nature. It is not only concerned with the present organizational conditions but foresees future necessities and then acts appropriately. HRM as a resource centered activity focuses more on the managerial aspects in terms of delegating the responsibility of HRM to line authority and management development. PM is mainly reactive in nature. It satisfies itself by ensuring peaceful measure management relations in the present. PM which is employee centred, aims at hiring, training, compensating, and maintaining the existing force of the organization. Sharmake Hassan Osman

HRM emphasizes open minded contracts, which can be modified depending upon the demand of the business. Management assumes the responsibility to motivate the employees and constantly inspires performance based upon team spirit. HRM is based on the principle that better performance itself is a cause of job satisfaction and morale. PM emphasizes the strict observance of defined rules, procedures, and contracts that govern the relationships between the workforce and the management; for example collective bargaining and employment contracts. PM considers job satisfaction and morale as a source of better performance. It works on the foundation that a contended worker is a productive worker. HRM PM Sharmake Hassan Osman

The following points will bring out the nature of personnel management… Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments. Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern. Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization. Sharmake Hassan Osman

Personnel management lays emphasize on action rather than making lengthy schedules, plans, work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern. It also motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation. Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers. Sharmake Hassan Osman

Personnel manager is the head of personnel department. He performs both managerial and operative functions of management. His role can be summarized as : Personnel manager provides assistance to top management- The top management are the people who decide and frame the primary policies of the concern. All kinds of policies related to personnel or workforce can be framed out effectively by the personnel manager. He advices the line manager as a staff specialist- Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters. As a counsellor,- As a counsellor, personnel manager attends problems and grievances of employees and guides them. He tries to solve them in best of his capacity. Sharmake Hassan Osman

Personnel manager acts as a mediator- He is a linking pin between management and workers. He acts as a spokesman- Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government. He represents company in training programmes. Sharmake Hassan Osman