Difference between HUMAN RESOURCE DEVELOPMENT

& Traditional PERSONNEL MANAGEMENT

Definition

Personnel Management - Personnel Management is thus basically an administrative record-keeping function, at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success.

Human Resource Development - Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals.

HRM is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development etc. But, the HRM approach performs these functions in a qualitatively DISTICNT way, when compared with Personnel Management.

Main Differences between Personnel Management and HRM
·         Personnel management is workforce centered, directed mainly at the organization’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. While on the other hand, HRM is resource –centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc.

·         Although indisputably a management function, personnel management has never totally identified with management interests, as it becomes ineffective when not able to understand and articulate the aspirations and views of the workforce, just as sales representatives have to understand and articulate the aspirations of the customers.

·         Personnel Management is basically an operational function, concerned primarily with carrying out the day-to day people management activities. While on the other hand, HRM is strategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitive advantage.

HRM is more proactive than Personnel Management. Whereas personnel management is about the maintenance of personnel and administrative systems, HRM is about the forecasting of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change.

27 Points of Difference between Personnel Management & HRD

S. No.	Dimension	Personnel Management	Human Resource Development
Beliefs & Assumptions
1.	Contract	Careful delineation of written contracts	Aim to go ‘beyond contracts’
2.	Rules	Importance of devising clear rules/mutuality	‘Can-do’ outlook; impatience with ‘rule’
3.	Guide to management Action	Procedures	‘Business – need’
4.	Behaviour Referent	Norms/custom & practice	Values/Mission
5.	Managerial Task vis-à-vis Labour	Monitoring	Nurturing
6.	Nature of Relations	Pluralist	Unitarist
7.	Conflict	Institutionalized	De-emphasized
STRATEGIC ASPECTS
8.	Key Relations	Labour Management	Customer
9.	Initiatives	Piecemeal	Integrated
10.	Corporate Plan	Marginal to	Central to
11.	Speed of Decision	Slow	Fast
LINE MANAGEMENT
12.	Management Role	Transactional	Transformational leadership
13.	Key Managers	Personnel/IR Specialists	General/business/line managers
14.	Communication	Indirect	Direct
15.	Standardisation	High (e.g. ‘parity’ an issue)	Low (e.g. ‘parity’ not seen as relevant)
16.	Prized management skills	Negotiation	Facilitation
KEY LEVERS
17.	Selection	Separate, marginal task		Integrated, key task
18.	Pay	Job Evaluation (fixed grades)		Performance – related
19.	Conditions	Separately negotiated		Harmonization
20.	Labour Management	Collective bargaining contracts		Towards individual contracts
21.	Thrust of relations	Regularized through facilities & training		Marginalized (with exception of some bargaining for change models)
22.	Job categories & grades	Many		Few
23.	Communication	Restricted flow		Increased flow
24.	Job Design	Division of Labour		Teamwork
25.	Conflict Handling	Reach temporary truces		Manage climate & culture
26.	Training & Development	Controlled access to courses		Learning companies
27.	Foci of attention of interventions	Personnel procedures		Wide ranging cultural, structural & personnel strategies

来捧场
我会努力学英语哒~~~

thank you very much

thank you very much

oh my god

I really appreciate it~

好长，我都不认识，最好附汉语解释，哈哈

IT‘S USEFUL。STUDY HARD

Human Recource Management is a rather modern term, which was referred as personnel administration or personnel management. The latter is narrower and more clerically oriented. Of course, Mr.Ren 4's explanation is much more detailed and exact. Thank you .

thanks for your resource. To be continued

我也想看看这些翻译

thanks very much!