PERSONAL MANAGEMENT (PM) Vs HUMAN RESOURCES MANAGEMENT (HRM).
PEOPLE AND ORGANIZATIONS : PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS.
( by M.D.E.I.M.Muthugalage - 23042637)
PERSONAL MANAGEMENT
(PM) Vs HUMAN RESOURCES MANAGEMENT (HRM).
The key difference between Personal Management (PM) and Human
Resource Management (HRM) is mainly due to it’s own approach to employees and
their management. PM considers employees likely machinery and tools whilst the
HRM considers employees as Assets in the organization. PM’s scope is to replace
the head with suitable replacement when time to go away and HRM always looks
for retention and grooming and drive for delivering super level of results.
In these terms HRM shows a greater mutual responsibility in shaping
up human capital, rewarding them and enhance economic performance.
In early stages employees were taken care by a Personal
Manager and mainly to handle the pay role. However, such PM was greatly evolved
by HRM in current context by diverting to a comprehensive path like talent
recognition and acquisition, training & development, review & rewarding
and even to growing & terminating.
Therefore, no longer the HRM is different role like PM, it’s an integrated process in organization’s strategic management.
Evolution cycle of the process.
key
functions of Personal Management
- · Operative functions
Activities concerned with procurement, development, job evaluation, welfare, utilization and maintenance.
- · Managerial functions
Planning, organizing, directing, motivating, control and coordination the basic managerial activities by a Personal Manager.
Key functions
of human Resources Management.
HRM covers
the broad aspect including following activities.
- · Employment
- · Recruitment
- · Training and development
- · Employees services.
- · Managing industry relations
- · Health and safety.
- · Education.
- · Appraisal and assessment
References
Armstrong,
M 2000, Strategic
Human Resource Management: a Guide to Action, Kogan Page
Publishers, London.
In summary, while PM and HRM share similarities, HRM represents an evolution from the more administrative and transactional aspects of PM to a more strategic and holistic approach to managing people within an organization. The shift towards HRM reflects an understanding of the importance of people as a key driver of organizational success and a focus on creating a positive and engaging work environment.
ReplyDeleteVery good effort. Nice . Your blog give more information to readers
Such an educating blog! The combination of Personnel Management and Human Resource Management beautifully showcases the evolution of workforce strategies. Your breakdown of the key differences and overlaps between the two provides a clear roadmap for professionals navigating this dynamic field.
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