The Concepts of Personnel and Human Resource Management - Essay Example

The Differences of Personnel Management and Human Resource Management In an organization of any kind, the management of the members can be considered as one of the essential aspects in the achievement of the goals. There are different terms that can be used to refer to the said process. Included in such terms are personnel management and human resource management. Through the course of organizational history, the two terms refer to a very similar process. Due to this, the two terms are commonly used for a particular organizational function that involves the workforce. But due to the increasing complexity of the concepts in the organization sector, a continuous attempt to increase the clarity in definition of the terms can be considered as a fundamental issue. If the definitions of the two terms are considered, different groups can have varying views. Certain groups consider that the management and the human resource management refer to the process of control, supervision and administration of the work force. For that matter, these groups consider the terms to have a sweeping definition and are synonymous (Köster, 2007; Price, 2004). But as the knowledge of the field advanced and continuously progressed, the differences between the two terms can evidently be defined. The Development of the Two Concepts Historically, the development of the concepts of the personnel and the human resource management happened in a successive manner. The personnel management is the more traditional concept as compared to the more modern human resource management (Price, 2004). Through the course of history, the personnel management can be considered as a customary part of an organization to be able to manage the different administrative tasks that are related to the workforce and the maintenance of the members of the organization. The said concept then is more basic in the period prior to the development of the human resource management concept (Köster, 2007). As the mission, vision and administration of an organizational structure increased in complexity, the development of more advance theories and principles occurred. This is the period wherein a more specified management of the workforce developed. In addition, the term human resource management was used (Price, 2004). According to analysts, the said action had made the concept of human resource management to posses and to occupy a higher level of meaning as compared to the personnel management (Köster, 2007). The new concept which is human resource management can be generally viewed as more advantageous than the personnel management in many aspects. These reasons can be viewed to be able to clearly point out the differences between the two concepts. The Differences of Personnel and Human Resource Management Based on the objective of the research to point out and determine the main differences of the two concepts under study, it is important to be able to have a clear definition of the aspects covered and the application of the two concepts. In addition, the advantages and limitations are considered as important parameters to be able to define the main distinction between the two views. Personnel management can be considered as a more conventional notion as compared to the human resource management concept. This can be attributed to the fact that the latter concept had only been used in the 80’s. Based on the said parameter then, the Personnel management concept had already been used for a long period of time prior to the development of the HRM concept. Although the concept of administrative functions of personnel management is less defined and distinct, its utility went through the history of organizations (Köster, 2007). Utilization then can be presented as one of its main benefits. Although, the HRM is a new concept, its development can be considered a need. This can be attributed to the fact that organizational structures are more complex in the modern era as compared to the past generations. For that matter, a need for a more specified concept and at the same time encompassing a wider responsibility is needed. This can be considered as another difference of the HRM concept and the personnel management concept (Köster, 2007; Price, 2004). The HRM covers the tasks that are previously known to be the duty of personnel management sector which is the administrative undertaking related to the workforce. But it does not stop there, as the HRM is also responsible for answering to the needs of the workforce. This is important in the present generation wherein the demands of employment continuously increase thus the needs of the workers increase as well. HRM is considered as an important concept since the consideration of the needs of the workers is included in its operational goals which are added to the administrative needs (Köster, 2007). Comparative Analysis Based on the research conducted, the comparison between the two concepts can be based on the difference between the ‘soft’ and ‘hard’ HRM theories. The hard HRM theories points out the importance of the profitability goals of the company. For that matter, the workforce is only viewed as one of the tools to be able to achieve such goal (Köster, 2007; Price, 2004). In the said scenario, the needs of the members of the workforce are not considered as a priority to the success of the company (Köster, 2007; Price, 2004). As the factors for organizational success are continuously explored, the attention to the needs of the workforce had increasingly been considered of importance. For that matter the emergence of the ‘soft’ HRM theories occurred. The present human resource management belongs to the said group. This can be attributed to the fact that it targets the achievement of the goals of the company by paying attention to the needs of the workforce (Köster, 2007). The needs of the workers became a priority on the basis of different reasons. Due to the said principle the workers can perceive their importance as well as the confidence of the management in their capabilities, thus, they are more dedicated. Included in the said principle are the training and development activities of the employees. Through these methods the quality of the job can then be improved. Basically, the goal of achieving profitability and benefits can also be achieved while giving the needs of the workers. This is referred to as the unitary principle wherein workers and the leaders of the organization have similar goals due to projected trust between them (Köster, 2007; Price, 2004). Conclusion The concepts of personnel and human resource management are considered essential in the operation of an organization. The main differences between the two concepts are based on the coverage and objectives. While personnel management can be considered as a hard HRM theory that uses the workforce as a tool for success and mainly functions on administrative tasks, the HRM focuses on a more extensive coverage which is the needs of the workforce and the projected success of the company. In conclusion, the personnel management can be considered as a subdivision of human resource management being based on the administrative aspects and the success of the company. The main difference, which can be considered as the factor that answer to the present organizational objective is the focus to the need of the workers and employees. References Köster, M. (2007) Human Resource Management versus Personnel Management. Grin Publishing House. Price, A. (2004) Human Resource Management in a Business Context. Thomson Learning. Read More