Human Resources

INTRODUCTION

Human resource management; is concerned with the human side of the management of enterprises and employees’ relations with their firm.

Personnel management is that part of management concerned with people at work and with their relationships within an enterprise.

Their similarities are;

1. They both use the same strategies. Strategies are the organization's plans for managing people, culture, structure, and training and development, and for determining how people fit into the organization's future growth

2. They both recognize line managers as the ones responsible in managing people in the organization.

3. In both workers are the main subject

4. They both have the same functional activities like planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development.

5. They both attach importance to the processes of communication and participation within an employee relations system.

6. They both have the same most essential function and that is matching people to the changing organizational requirements, placing and developing the right people in and for the right jobs.

Though HRM has developed from personnel management their differences are

1. Personnel management is a practical and mostly concerned with administration and the implementation of policies while HRM conversely has strategic dimensions and involves the total deployment of human resources within the firm.

2. Both personnel management and HRM recognize that one of their most essential functions is that of matching people to ever-changing organizational requirements.

3. HRM is concerned with the wider implications of the management change and not just the effects of change on working practices. It seeks proactively to encourage flexible attitudes and the acceptance of new methods.

4. Personnel management is reactive and diagnostic. It responds to changes...