Essay about The Personnel Management And Human Resource Management

Essay about The Personnel Management And Human Resource Management

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The personnel Management and Human Resource management are same processes. Human Resource Management known as personal management, it is formal system for the management of the workers organization. History of Personnel Management group of people becomes an organization when they cooperate with each other to achieve same goals. But people have individual motivations, which often differ, from the corporate goals. An effective organization is one which succeeds in getting people to accept that cooperating to achieve organizational goals also helps them to achieve their own goals provided they are adequately rewarded through extrinsic and intrinsic rewards. This is achieved primarily through leadership and motivation. Employers therefore increasingly view human resource management from a strategic perspective, and as an appropriate means through which the chasm between organizational and individual goals can be narrowed. Human resource management is the new version of personnel management. There is no any watertight difference between human resource management and personnel management. However, there are some differences in the following matters. Personnel management is a traditional approach of managing people in the organization as mentioned at the very beginning. Human resource management is a modern approach of managing people and their strengths in the organization. Personnel management focused on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization. This case study of New Zealand Post explores the process of designing and implementing a successful HR change program based on personnel managem...


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...nnel management is concerned with personnel manager. Human resource management is concerned with all level of managers from top to bottom. Personnel management is a routine function. Human resource management is a strategic function. Industrial relations have also improved. In contrast to the relatively high levels of conflict observed in the initial period (everything from disputes over car park facilities and which radio station should be played to threatened legal and industrial action, petitions to change management decisions etc), managers have been able to address and resolve difficult issues (such as bonus targets) constructively both through union channels and focus groups of employees. Team leaders are not so much now consumed with ‘fire fighting’ as they would be in other similarly-sized delivery sites, and they benefit from clear expectations and coaching.

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