Personnel Management vs Human Resources Management - Essay Example

Personnel Management vs. Human Resources Management Personnel management has focused entirely on the manner in which the different employees are being employed upon as per their respective job processes and duties. It is the traditional form of human resources management. It has a very deep rooted linkage with the classical management hierarchies that existed some two decades back within the organizations. However with the changing marketplace dynamics, much has been shifted towards modern day thinking regimes and indeed the same has been incorporated in the form of the contemporary human resources management realms. The classical management perspective relied heavily on the placing of tasks and activities on the middle and lower tiers within the organization’s echelon. It focused more on carrying out the tasks at the lower levels and as such there was less accountability and answering when it came to the top management hierarchy present within the organization and indeed running the whole show. The same has changed and that too for the better so to speak. The classical management theory has completely faded out and the contemporary management perspective has superseded it on all counts. At the present, the work is supposed to be carried out by a basis of sharing and caring within the organization’s regimes which was not the case say two decades down the road. The changing market structure might call for changing strategies and lines of action that would all target the people for whom the product is actually designed as well as the competitors with whom the clutter is being broken in the environs of the marketplace. Thus competition brings in more and more quality at the end of the company with regards to its products as well as more sales in the form of its varied and changed stance on focusing towards the customers rather than the product itself. Every big business or multinational that is existent in present times credits itself on to the vision of an exemplary personality which started it all when the going was tough and when there was a huge competition in the related market. Thus to withstand pressure and competition is the hallmark of any successful and long lasting business, company or enterprise, whichever term we might quote it as. Thus personnel management is more person-centric and focused on the positions that are being filled with employees. These employees have the related strengths and the zest to deliver the goods when it matters the most and hence the reason that they are being given the related opportunities to display their vigor on the job. Personnel management is a conventional way of looking at the organizational human resources regimes and has been adequately addressed by the phenomenon of the human resources management nowadays. This is because the traditional management philosophies have ceased to exist with the changing times and much has changed for the better in the present day organizational scenario. Traditional personnel management will eventually be bid farewell very soon as up and coming management philosophies are being introduced duly within the lengths and breadths of the organizational domains. On the other hand, human resources management has focused on the modern day incorporation of organizational strategies, tasks and activities. The philosophy has changed and so has the working basis within the organizational regimes. The role of employees has been changed into one of a team one where the diverse workforce issue has received its importance from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time. Also there are a lot of hurdles that stand in the way of success so that organizations can best achieve their mission and vision that have been set right at the onset and the human resources management has the task to accomplish the very same. The goals are always in line with the set aims and objectives and for all these things to happen in the first place, it is of paramount importance to recruit the right kind of people – people who can deliver the goods when the going gets tough, and even when it is not that tough. Talent management looks at the aspects which discuss the recruitment of staff that can bring about a change in the day to day operations of the company and not only that but also deliver to their individual maximums. Within human resources management, as far as the aspect of recruitment and selection is concerned and whether or not the same benefits in one way or the other towards the diversity of the workplace is an interesting proposition to state in a mild way. The aspects of selection require stiff challenges on the part of the recruiters, the organization’s human resources department and top management since they need to make the right decision when it comes to employees coming from different professional backgrounds. There could be so many reasons behind a person’s leaving a job and coming to a new organization. It is appropriate to suggest that proper and adequate recruitment and selection ensures that the business processes and management activities are carried out in a fine manner, a manner which will ensure sustainability of processes and activities which have been thus undertaken. Also it guarantees success to the well being of the employees and workers who expect growth and profitability to touch their feet and not only that but also the organizations start reaping rich dividends from these steps in all essence. All these aspects are covered duly by the modern day concepts that come under the relevant domains of the human resources management. It would not be long before the same phenomenon is replaced by yet another philosophy – one that smoothens up the processes more than they are at the present. One must understand the true realities and take them steadily with what the reality is like on ground and then analyze for the rights and wrongs so that the whole picture is seen from both the angles. Bibliography Huczynski, Andrzej A. & Buchanan, David A. (2003). Organizational Behavior: An Introductory Text. Prentice Hall, Fifth Edition Word Count: 1,030 Read More