The difference between personnel management and human resources management

The difference between personnel management and human resources management

1. Management styles are different.

Traditional personnel management is mainly task-centered, pays attention to the deployment of organizations and personnel, overemphasizes the adaptation of people to work, and limits management activities to allocating people to tasks. At the same time, it also ignores the fact that people as a resource can be developed and utilized. Employees are often engaged in transactional operations, which is not conducive to the potential capabilities of developers. Modern human resources management is people-centered, regarding people as the primary assets of the enterprise, respecting personality, giving full play to individual potential and creativity, and focusing on satisfying individuals' self-realization needs. This is a high degree of embodiment of the core values ??of the enterprise and a guarantee for the enterprise. A source of competitive advantage.

2. Different strategic positions in the enterprise.

The personnel management department is just a business department or office of the enterprise, while the human resources management department is an important part of the enterprise's business strategy. People are the main body of new knowledge, new technologies, new thinking, and new concepts. , becoming the special capital of the enterprise. Therefore, human resource management has become the most important core of business strategy for enterprises.

3. The management concepts of human resources are different.

Traditional personnel management regards human resources as costs, while modern human resource management regards human resources as resources. In the current accounting system, investment in personnel such as wages, bonuses, benefits, recruitment fees, training fees, etc. are recorded in product costs, thereby strictly controlling investment in human resources, limiting employee enthusiasm and work performance, and making The reluctance of employees to realize their full potential hinders the improvement of production technology and the reduction of material costs, and increases the cost of products. Modern human resources believe that human resources are resources, not only natural resources, but also capital resources. Contrary to the law of diminishing marginal returns of physical capital, human capital embodies the law of increasing marginal returns, that is, as the accumulation of human capital increases, the rate of return of human capital will increase rather than decrease. It can be said that the rate of return on corporate investment in human knowledge, abilities, health care, etc. is much higher than the rate of return on all other forms of investment.

4. The focus of management is different.

Personnel management mainly focuses on the recruitment and on-the-job training of current personnel (positions), while human resource management is the best way to seek long-term development of the enterprise and pursue input-output. Management based on human nature sometimes It is another level of management that cannot be achieved by management methods such as technology and funds. It is recognized by the managers by reflecting the reasonable satisfaction of human needs. This kind of scientific and ingenious management can use small skills to make a big difference, so that "the right people are in the right positions" and activate employees as a means to create cumulative performance of "ten can be compared to a hundred, and a hundred can be compared to a thousand".

5. Management ideas are different.

The guiding ideology of traditional personnel management is to manage people externally, isolatedly and statically, while modern personnel management starts from the idea of ??system theory and emphasizes the internal, holistic and dynamic management of people. management, attaching great importance to the relevance, purpose and development of human management. In terms of vertical management of employees throughout the entire process, traditional personnel management artificially separates several interrelated stages such as employee recruitment, training, use, transfer, promotion, and retirement, and manages them in isolation, resulting in the inconsistency of the above stages. Disconnected from each other. From a horizontal perspective, traditional personnel management divides interconnected people into various departments. Each department starts from its own jurisdiction and conducts segmented management, making it difficult to give full play to the overall advantages of personnel. Modern human resources management overcomes the above-mentioned shortcomings, organically links recruitment, training, employment, transfer, promotion, and retirement, overcomes the limitations of departmental division, and manages all personnel as a whole for unified whole-process management.

6. Differences in organizational performance evaluation.

In terms of organization, the personnel department is only one of many departments in the organization, and its function is only part of the entire personnel management. Other departments such as administration, production and other departments are responsible for corresponding work. In human resource management, human resource management as an idea runs through all levels of the enterprise and establishes integrated functions within the organization.

The role of human resources department in enterprises is becoming increasingly important. The main target of personnel management is the management, while the operational level in the enterprise is still managed as a labor force. This not only hurts their enthusiasm, but also makes it difficult to harmonize the relationship between the two parties. In human resource management that regards employees as resources, the development of such resources is not limited to the management. Human resource management that aims at the mutual development of individuals and enterprises will expand to all aspects of labor-management relations.

Personnel management is the first stage of the development of human resources management (sometimes also used as a proxy for "human resources management" in a broad sense). It is related to personnel planning, organization, command, coordination, information and control, etc. A general term for a series of management tasks. Personnel management is a product of the planned economy stage

Human resource management is the effective use of relevant human resources inside and outside the organization through recruitment, selection, training, compensation and other management forms under the guidance of economics and humanistic ideas. , to meet the current and future development needs of the organization, and to ensure the realization of organizational goals and the maximization of member development. It is the whole process of predicting the organization's human resource needs and making human resource demand plans, recruiting and selecting personnel and organizing them effectively, assessing performance, paying rewards and providing effective incentives, and combining organizational and individual needs for effective development in order to achieve optimal organizational performance. Human resource source management is divided into six modules: personnel recruitment and training management, job design and training, salary management, performance management, labor relations management and human resource planning. The difference between human resource management and personnel resource management

One consciousness has different names. The latter was often said in the past, such as personnel work and the like. The former is the current mainstream name, mainly based on the study of Western management science.

The difference and definition between personnel management and human resources management

I have a third-level human resources manager qualification, and your question is rather vague. I'll try to tell you as much as I can to see if I can help you.

A good human resources manager (microscopically) manages existing personnel, but also includes the selection and training of new people. (Macroscopically) We must have a clear understanding of the company's strategic layout, and reserve and select talents specifically for the company's future development.

Personnel management is a step in human resources. But if your major is human resources, I suggest you not to go to a small company, otherwise you will really become an administrator.

If you don’t understand anything, you can ask me. The difference between human resources management and traditional personnel management

The so-called traditional personnel is mainly transactional work, such as recruitment, relationship mobilization, file management, etc.; while human resources management is based on the original traditional personnel work. On the basis of the system, six major modules of human resources are differentiated. In addition to recruitment, salary, and file management, it focuses more on the development of human resources and business partnerships. It regards people as a resource, which runs through the entire movement of human resources. The process, with the development of its potential as the core, includes the prediction and planning of human resources, job analysis and design, maintenance and cost accounting of human resources, the selection, recruitment, reasonable allocation and use of personnel, and also includes the intellectual development, education and training of personnel. , mobilize people's enthusiasm for work, improve people's scientific and cultural quality and ideological and moral awareness, etc. What is the difference between personnel management and human resources management?

Human resources management refers to the use of modern scientific methods to Carry out reasonable training and organizational deployment of human resources combined with certain financial and material resources, so that human, financial and material resources can always maintain the optimal ratio. At the same time, people's thoughts, psychology and behaviors can be appropriately induced, controlled and coordinated to give full play to human resources. The subjective initiative of the company enables people to make full use of their talents, do the right things for the right people, and do things appropriately to achieve organizational goals and the value of human resources.

Administrative management is a management activity that uses state power to manage social affairs. It can also generally refer to the administrative affairs management work of all enterprises and institutions. Administrative management system is a type of organizational system. It is an important subsystem of the social system. With the development of society, the objects of administrative management have become increasingly broad, including economic construction, culture and education, municipal construction, social order, public health, environmental protection and other aspects.

Modern administrative management often applies system engineering ideas and methods to reduce the expenditure and waste of manpower, material resources, financial resources and time, and improve the effectiveness and efficiency of administrative management.

Personnel administration is the institutionalized and legalized management of public administrative personnel through various personnel management means by the state's personnel agencies in order to achieve administrative goals and social goals.

The difference between human resource management and personnel management is not only a difference in title, they represent different characteristics of different historical stages in the management of people. The shift from personnel management to human resources management is a historical necessity.

The differences between human resource management and personnel management are:

(1) Management perspective.

Personnel management regards manpower as a cost, while human resource management regards manpower as a resource.

(2) Nature of work.

Human resources work belongs to the category of administrative management, which is mainly transactional work. The human resources department is responsible for executing the leadership's decisions. Human resource management includes strategic work and transactional work. Absorbing and developing human resources has become the top priority of human resource management.

(3) The focus of management.

Personnel management takes things as the core and emphasizes "setting people according to the situation and evaluating people according to the situation". Whether the work tasks are completed is the starting point of all management activities. Human resource management is people-centered and pays attention to the appropriateness of personnel.

(4) Requirements for managers.

People responsible for personnel management are usually personnel professionals. Human resource management requires its staff to be generalists. He not only needs to understand personnel work, but also understands all aspects of the business and management.

The development from traditional personnel management to modern human resources management shows that the scope of human resources management has expanded on the one hand, and on the other hand it shows that enterprises have improved their understanding of human resources management. What is the difference between human resource management and personnel management?

The difference between human resource management and personnel management:

1. Different management perspectives. Traditional personnel management regards manpower as a cost, while human resource management regards manpower as a resource. From the perspective of cost, management activities must pursue the reduction of personnel and the saving of labor costs. From the perspective of resources, management activities will focus on the development and utilization of human resources.

2. The nature of the work. Personnel work belongs to the category of administrative management and is mainly transactional work. The HR department is responsible for the decision-making of hospitality leaders. Human resource management includes strategic work and transactional work. Absorbing and developing human resources has become the top priority of human resources management. The human resources management department is not only the office of personnel administration, but also the staff department for the leadership to formulate and implement talent strategies.

3. The focus of management. Personnel management takes things as the core and emphasizes "evaluating people based on things and judging people based on things". Whether the work tasks are completed is the starting point of all management activities. Human resource management is people-centered and pays attention to the appropriateness of personnel. In some enterprises, in order to retain talents and give full play to their talents, there is even a phenomenon of "creating things according to people". For example, if a R&D researcher proposes a R&D project, after appropriate evaluation, the company will provide relevant support to the R&D researcher.

4. Requirements for managers. The people responsible for personnel management are usually personnel professionals. Human resource management requires its staff to be generalists. He not only needs to understand personnel work, but also understands all aspects of the business and management. Briefly describe the difference between human resource management and traditional personnel management

According to the famous enterprise management education expert Parallel Teacher:

1. Different management perspectives. Traditional personnel management regards manpower as a cost, while human resource management regards manpower as a resource. From the perspective of cost, management activities must pursue the reduction of personnel and the saving of labor costs. From the perspective of resources, management activities will focus on the development and utilization of human resources.

2. The nature of the work.

Personnel work belongs to the category of administrative management and is mainly transactional work. The HR department is responsible for the decision-making of hospitality leaders. Human resource management includes strategic work and transactional work. Absorbing and developing human resources has become the top priority of human resources management. The human resources management department is not only the office of personnel administration, but also the staff department for the leadership to formulate and implement talent strategies.

3. The focus of management. Personnel management takes things as the core and emphasizes "evaluating people based on things and judging people based on things". Whether the work tasks are completed is the starting point of all management activities. Human resource management is people-centered and pays attention to the appropriateness of personnel. In some enterprises, in order to retain talents and give full play to their talents, there is even a phenomenon of "creating things according to people". For example, if a R&D researcher proposes a R&D project, after appropriate evaluation, the company will provide relevant support to the R&D researcher.

4. Requirements for managers. The people responsible for personnel management are usually personnel professionals. Human resource management requires its staff to be generalists. He not only needs to understand personnel work, but also understands all aspects of the business and management.