What are the similarities and differences between personnel management and human resource management?

Personnel management is the first stage of the development of human resource management (sometimes called "human resource management" in a broad sense), and it is the general name of a series of management work related to personnel planning, organization, command, coordination, information and control. Under the guidance of economics and humanism, human resource management refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development.

The main differences between the two are:

1, management content:

The former takes things as the center. Including management files, employee data, personnel deployment, title change, salary production, payment, salary adjustment, etc. The latter is people-centered. To develop, utilize and manage people as an important resource, the key point is to develop people's potential, stimulate people's vitality, and enable employees to work actively and creatively.

2, management form:

The former is static management. New employees, training, passive work and natural development. The latter is managed dynamically. Emphasis on all-round development, according to organizational goals and personal conditions, do a good job in career design for them; Continuous training, continuous horizontal and vertical post or post adjustment, living within our means, and giving full play to our talents.

3. Management mode:

The former adopts system control and material stimulation. The latter is humanized management. Considering people's feelings, self-esteem and value, people-oriented More incentives, less punishment; Praise more and criticize less; More funds, less orders; Give play to one's own specialties and reflect one's own value.

4. Management strategy:

The former is practical, focusing on the near future, the present and the present. The latter pays attention to the overall development, prediction and planning of human resources. According to the organization's long-term goals, formulate human resources development measures to realize the combination of tactics and strategy.

5, management technology:

The former follows the rules, is mechanical and inflexible, and emphasizes rules and regulations. The latter pursues scientific and artistic management. Adopt new technologies and methods to improve the assessment system and evaluation system.

6. Management system:

The former is passive. Step by step, emphasizing the intention of leaders. The latter is active. According to the present situation and future of the organization, the work should be carried out in a planned and targeted manner.

7. Management means:

The former is mainly manual, and the means are single. The latter uses a computer software system. Information retrieval, statements, accounting, evaluation, statistics, analysis, according to the data to provide decisions.

8. Manage participants:

The former is a full-time personnel cadre. The latter involves human resources professionals and line managers.

9, management focus:

The former aims to serve enterprises and provide productivity. Later, it served both enterprises and employees, seeking the common development of organizations and individuals.

10, management position:

The former focuses on implementation and rarely participates in decision-making. The latter is at the decision-making level and directly participates in the planning and decision-making of enterprises.