MN7181 - People and Organizations- Blog 1 (Introduction to HRM) - PM Vs HRM

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PM Vs HRM
While having a look through few articles on the above two widely spoken topics, Michael Armstrong views Human Resources as (A handbook of Human Resource Management Practice,10 Edition) ”Human resource management is a strategic and coherent approach to the management of an organizations most valued assets-the people working there who individually and collectively contribute to the achievement of its goals”.
Meanwhile about the Personnel management in Armstrong’s book it is mentioned that as per the studies of Torrington (1989): in his point of view about the PM, it is  ‘‘Personnel management has grown through assimilating a number of additional emphases to produce an even richer combination of experience… HRM is no revolution but a further dimension to a multi-faceted role.’

Hence, I would note down the comparison between Human Resource Management & Personnel Management as below,

Human Resource Management

Personnel Management

Very much concentrated to team based work/ achieving tasks

Can be related to the era of Taylorism/ Fordism
Very carefully monitored and filtered when recruiting all the levels of the team members and for the important roles there is a internal pool if team members built and secured with in the organization
Careful and in to detail recruitment process is only practiced to the top levels , and rest id considered form outer labor markets
While dealing with daily tasks , more concentrated of the integration of other management functions and the overall strategy of the organization, considers as business partners of the company
Much focused in achieving daily tasks and only targeted in short term plans, more in to administrative framework
HR strategies is generated in line with the business strategies
Same as HRM
Relationship between the employer and employee is bounded through the compliance/ written document
Relationship is willingly built upon the high commitment of the team member
Compensation is as per the status you hold in the company
Pays for the individual or to the group’s performance and for the contribution
Learning & development is restricted to the job role
The culture itself is the Learning one and all the levels of the organization focus on long term development
Low trust among the team and the towards the management
High trust between all individuals
Tries to minimize the cost of the people and tries to achieve the success
Views HR as a assets while controlling the cost and develops and utilize the abilities of HR to the long term plans that gives ROI
Believes the concept right job to the right person at the right time is essential
Same as HRM

 It can be understood that HRM is focused in the long run development, retention of the potential teams in order to achieve the business goals and it is in line with the overall strategic goal very much. The Personnel management is mostly only about managing the team and looked on a short sight and more controlling aspect.

References
Handbook of Human Resources Management-Michael Armstrong – 10th edition
Human research management for MBS students – 2nd edition – Lain Henderson
European Scientific Journal – June Edition Volume 8, No13

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