PERSONNEL MANAGEMENT

&
HUMAN RESOURCE
MANAGEMENT

P.S.NAYAK
S.R.SENAPATI
•HRM AND PERSONNEL MANAGEMENT
Meaning of HRM and Personnel Management
Difference between HRM and Personnel Management
HRM V/s Personnel Management
•NATURE OF PERSONNEL MANAGEMENT
•ROLE OF PERSONNEL MANAGEMENT
•OBJECTIVES OF PERSONNEL MANAGEMENT
MEANING OF HRM AND PERSONNEL MANAGEMENT

Personnel management can be defined as

obtaining, using and maintaining a satisfied
workforce. It is a significant part of
management concerned with employees at
work and with their relationship within the
organization.
Human Resource Management could be described in two
ways :

1-Strategic
2-Proactive
The reason being that there strategies are ongoing and they
constantly work towards managing and developing an organizations workforce. It
can be seen as Proactive because of their continuous development and functions to
improve the company's workforce.

Human Resource Management is the type of Management where almost everybody

in Managing Position can play a part in Training and Development. They aim to
have many different Managers in various departments with the necessary skills to
handle employee tasks at hand.
HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANAGEMENT
HRM
•HRM is proactive in nature. It is
not only concerned with the present
organizational conditions but
foresees future necessities and then
acts appropriately.
•HRM as a resource centered
activity focuses more on the
managerial aspects in terms of
delegating the responsibility of
HRM to line authority and
management development.
PM
•PM is mainly reactive in nature.
It satisfies itself by ensuring
peaceful measure management
relations in the present.
•PM which is employee centred ,
aims at hiring, training,
compensating, and maintaining the
existing force of the organization.
 HRM
•HRM emphasizes open minded
contracts, which can be modified
depending upon the demand of the
business. Management assumes the
responsibility to motivate the
employees and constantly inspires
performance based upon team spirit.
•HRM is based on the principle that
better performance itself is a cause of
job satisfaction and morale.
PM
•PM emphasizes the strict
observance of defined rules,
procedures, and contracts that
govern the relationships between the
workforce and the management; for
example collective bargaining and
employment contracts.
•PM considers job satisfaction and
morale as a source of better
performance. It works on the
foundation that a contended
worker is a productive worker.
Personnel manager is the head of personnel department. He
performs both managerial and operative functions of
management. His role can be summarized as :

•Personnel manager provides assistance to top

management- The top management are the people who decide and frame the
primary policies of the concern. All kinds of policies related to personnel or
workforce can be framed out effectively by the personnel manager.
He advices the line manager as a staff specialist- Personnel manager acts like a
staff advisor and assists the line managers in dealing with various personnel
matters.
•As a counsellor,- As a counsellor, personnel manager attends problems and
grievances of employees and guides them. He tries to solve them in best of his
capacity.
•Personnel manager acts as a mediator- He is a linking
pin between management and workers.
•He acts as a spokesman- Since he is in direct contact with
the employees, he is required to act as representative of organization in
committees appointed by government. He represents company in
training programmes.
The objectives of an organization are guidelines of policies,
procedures and functions and principles are the tools to
accomplish these objectives. The main objectives of an
organization to are to get maximum satisfaction out of its
available resources. The objectives of personnel
management may be classified in to 2
(A) General Objectives:-
The statement of general objectives expresses the basic philosophy of top
management towards the labour force engaged on the work and its deep underlying
conviction as to the importance of the people in the organization and it include the
following as the most important objectives:-
(1)Maximum individual development.
(2)Desirable working relationship between employer and employee.
(3)Effective moulding of human resources as contrasted with Physical resources.
(B) Specific Objectives:-

(i) Selection of right type and number of persons.

(ii) Proper orientation and introduction of new employees to the organization to
their jobs.
(iii) Organization of suitable training facilities for better job performance & to
prepare the man to accept the challenge of higher job.
(iv) Provision of better working conditions & other etc. so as to help to hold
competent and qualifier personnel in the organization.
(v) Provision of sound, fair and effective wages and salary administration and
other incentives which will result in highest possible productivity of workers.
(vi) A full & fair consideration should be given to an employee when his services
are terminated or he leaves the organization.
(vii) Good relations should be maintained with representative trade unions.
(viii) Personnel research which keeps the management equipped with recent
development and trends essential to take sound decisions without any further delay
as regards personnel matters
THANKYOU