what is the difference between human resource management and
personnel management
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Answer / navdeep bedi
there is no difference between human resources and
personnel management. They state that the two terms can be
used interchangeably, with no difference in meaning. In
fact, the terms are often used interchangeably in help-
wanted ads and job descriptions.
For those who recognize a difference between personnel
management and human resources, the difference can be
described as philosophical. Personnel management is more
administrative in nature, dealing with payroll, complying
with employment law, and handling related tasks. Human
resources, on the other hand, is responsible for managing a
workforce as one of the primary resources that contributes
to the success of an organization.
| Is This Answer Correct ? | 17 Yes | 2 No |
Answer / abhinav singh
Human resource management is something that is entirely
related with the resources concerned with human that may or
may notbe personnel. but personnel management is managing
things entirely on personnel grounds. personnel management
could be Human resource management but not vice-versa.
| Is This Answer Correct ? | 6 Yes | 0 No |
Answer / sreenivas
human resoure managenment related to maintaining human
resources like taking interview conducting traning checking
performance of employee.
| Is This Answer Correct ? | 4 Yes | 1 No |
Answer / priya
human resource management is dealing with
recruiting,placing or giving training to existing employees
in order to develope their skills where as personnel
management is about handling relationship with the
employees.
| Is This Answer Correct ? | 1 Yes | 0 No |
Answer / jayesh bhatt
1.Personnel mgt. is more concern with rules and procedures,
control.monitor.
where as hrm concern with 'just do it' approch.
2.conflict at work seen as inevitable bt in hrm they ignore
differences
3.Pluralist framewrok in hrm Unitary framework
4. collective bargining in hrm individual contracts
5.communication through proper channels, in hrm commnicate
ofter directly
not concern to business planners as hrm
per.mgt performed by personnel specialists bt hrm enacted
by , and policies developed by line managers..
hope ur satisfaction with ans...else send me mail
| Is This Answer Correct ? | 1 Yes | 0 No |
Answer / guest
Personal managemant is related to personality development &
human resource is related to bunch of people
| Is This Answer Correct ? | 6 Yes | 6 No |
Answer / thierryson chua
Personnel management deal in day to day operation whereas
human resource management involves in strategic management.
| Is This Answer Correct ? | 0 Yes | 0 No |
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If one always ought to act so as to produce the best possible circumstances, then morality is extremely demanding. No one could plausibly claim to have met the requirements of this "simple principle." . . . It would seem strange to punish those intending to do good by sentencing them to an impossible task. Also, if the standards of right conduct are as extreme as they seem, then they will preclude the personal projects that humans find most fulfilling. From an analytic perspective, the potential extreme demands of morality are not a "problem." A theory of morality is no less valid simply because it asks great sacrifices. In fact, it is difficult to imagine what kind of constraints could be put on our ethical projects. Shouldn't we reflect on our base prejudices, and not allow them to provide boundaries for our moral reasoning? Thus, it is tempting to simply dismiss the objections to the simple principle. However, in Demands of Morality, Liam Murphy takes these objections seriously for at least two distinct reasons. First, discussion of the simple principle provides an excellent vehicle for a discussion of morality in general. Perhaps, in a way, this is Murphy's attempt at doing philosophy "from the inside out.". . . Second, Murphy's starting point tells us about the nature of his project. Murphy must take seriously the collisions between moral philosophy and our intuitive sense of right and wrong. He [must do so] because his work is best interpreted as intended to forge moral principles from our firm beliefs, and not to proscribe beliefs given a set of moral principles. [Murphy] argues from our considered judgments rather than to them. . . For example, Murphy cites our "simple but firmly held" beliefs as supporting the potency of the over-demandingness objection, and nowhere in the work can one find a source of moral values divorced from human preferences. Murphy does not tell us what set of "firm beliefs" we ought to have. Rather, he speaks to an audience of well-intentioned but unorganized moral realists, and tries to give them principles that represent their considered moral judgments. Murphy starts with this base sense of right and wrong, but recognizes that it needs to be supplemented by reason where our intuitions are confused or conflicting. Perhaps Murphy is looking for the best interpretation of our convictions, the same way certain legal scholars try to find the best interpretation of our Constitution. This approach has disadvantages. Primarily, Murphy's arguments, even if successful, do not provide the kind of motivating force for which moral philosophy has traditionally searched. His work assumes and argues in terms of an inner sense of morality, and his project seeks to deepen that sense. Of course, it is quite possible that the moral viewpoints of humans will not converge, and some humans have no moral sense at all. Thus, it is very easy for the moral skeptic to point out a lack of justification and ignore the entire work. On the other hand, Murphy's choice of a starting point avoids many of the problems of moral philosophy. Justifying the content of moral principles and granting a motivating force to those principles is an extraordinary task. It would be unrealistic to expect all discussions of moral philosophy to derive such justifications. Projects that attempt such a derivation have value, but they are hard pressed to produce logical consequences for everyday life. In the end, Murphy's strategy may have more practical effect than its first-principle counterparts, which do not seem any more likely to convince those that would reject Murphy's premises.
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