Human Resource Planning and Management

Human Resource Management (HRM)

HRM has a Strategic dimension and involves the total deployment of all the human resources available to the firm (Guest, 1987; Legge, 1989).

Personnel Management is practical, utilitarian and instrumental, and mostly concerned with administration and the implementation of policies.

-- It deals with the practical aspects of recruitment, staff, appraisal, training, job evaluation, etc.

Personal Management and Human Resource Management

HRM & Personnel Management

1. HRM is concerned with the wider implications of the management of change – it seeks proactively to encourage
2. flexibleattitude and the acceptance of new methods.
3. Aspects of HRM constitutes major inputs into organizational development exercises
4. HRM is prescriptive and concerned with strategies, the initiation of new activities and the
5. development of fresh ideas.
6. HRM determines policies for employment relationships within the enterprise (culture)
7. HRM has long-term perspectives, seeking to integrate
8. Personnel Management is reactive and diagnostic.
9. It responds to changes in employment, law, labor market conditions, trade union actions,
10. government codes of practice and other environmental influences.
11. It has been criticized for being primarily concerned
12. with imposing compliance with company rules and procedures among employees.
13. It has short-term perspectives