I do agree with the statement “Human Resources Management is a proactive approach and personnel management is a reactive approach to perform the same set of functions related to managing human resources”.
Some experts assert that 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.
The functions of P/HRM can be broadly classifies into two categories viz: Managerial functions & Operative functions.
Operative Functions include the below:
▪ Job Analysis
It is the process of study and collection of information relating to the operations and responsibilities of a specific job.
▪ HR planning
It is the a process of determination and assuring that the organisation will have an adequate number of qualified persons, available at proper times, performing job which would meet the needs of the organisation.
It is the process of searching for prospective employees
It is the process of selecting the right person for the right job.
It is the process of assigning the selected candidate with the suitable job.
It is the process of receiving and welcoming an employee when he first joins a company and providing them with the basic information needed to settle down quickly.
2. HR Development
▪ Performance appraisal:
It is the systematic evaluation of individuals with respect to their performance on the job and their potential for development.
Process of imparting the employees the technical and operating skills and knowledge.
▪ Management development:
It is the process of designing and conducting suitable executive development programmes for the management.
3. Internal Mobility
It is the process of placing employees in the same level jobs where they can be utilised more efficiently.
It deals with the upward reassignment given to an employee in the organisation to occupy higher position which commands better status in view of the job requirements
It is the downward reassignment of an employee in the organisation.
4. Organisational Development
It is a planned process designed to improve organisational effectiveness and health through modifications in individual and group behaviour, culture and systems of the organisation.
It is the process of providing adequate & fair remuneration to the employees. It involves job evaluation, wage & salary administration, incentives, bonus, fringe benefits etc
The Managerial functions include the below:
• It involves determining in advance the recruitments, transfers etc needed. • It includes forecasting the changing needs, values, attitudes of employees and their impact on the organisation
• Determining the activities to attain the objectives
• Motivating the employees
• Commanding the employees
• Leading the employees
• Checking, Verifying &Comparing the actual with the plans
For those who recognize a difference between personnel...