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GREATER NOIDA INSTITUTE OF TECHNOLOGY

PRESENTATION FOR H.R.M.


TOPIC

HRD VS. PERSONNEL MANAGEMENT


SUBMITTED TO : MEENAKSHI AZAD MAM SUBMITTED BY : ANIL Kr. MISHRA SEC : A ROLL NO : 07

HRD VS. PERSONNEL MANAGEMENT


The HRD function involves resolving interpersonal conflicts, conducting course on team building, management of stress, counseling, etc. The HRD manager is more involved in managerial skills inventory, job suitability analysis, management and supervisory performance appraisal, managerial motivation, etc. Rather than in time keeping and employee leave record updating which are the functions of the personnel manager. Some of the other points of distinction between traditional Personnel Management and HRD are as follows:

1. HRD VS. PERSONNEL MANAGEMENT


The traditional personnel management function is a routine, maintenance oriented, administrative function, HRD is a continuous development function. It is, in fact, the expression of the unshakable belief of management of an organization in the development of its human resources. The major attention of HRD is on improving the human process.

2. HRD VS. PERSONNEL MANAGEMENT


While the traditional personnel function is seen as an independent function with sub-functions. HRD is viewed as a sub-system of a large system, viz. The organization, an is supposed to be made up of mutually dependent parts. This means that the design of HRD cannot be considered in isolation. It must take into account its linkage and interfaces with all other parts of the organization.

HRD VS. PERSONNEL MANAGEMENT


Personnel function is supposed to be the exclusive responsibility of the personnel department, HRD is regarded as the concern of all managers in the organization. In fact, HRD aims at developing the capabilities of all line managers to carry out various personnel functions themselves. It believes that functions like industrial relations, reward and punishment, performance appraisal, promotion etc. should increasingly become the responsibility of the line managers.

HRD VS. PERSONNEL 4. MANAGEMENT


The traditional personnel function is regarded as mainly a reactive function responding to the demand of the organization as and when they arise. HRD is regarded as a proactive function. The function of HRD is not merely to cope with the needs of the organization but also to anticipate them and to act them in advance in a continuous and planned way.

HRD VS. PERSONNEL MANAGEMENT `


While the traditional personnel function (with human relations orientations) considers improved satisfaction and morale as the cause of improved performance, HRD considers the other way round. It consider improved performance(due to better utilization of human resources) as the cause and improved satisfaction and morale as its results.

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The traditional personnel function take a very narrow view of its scope and aims at developing and administering people only, but HRD takes a much wider view of its scope and aims at developing the total organization. The emphasis in the traditional personnel function is on increasing peoples efficiency. The emphasis in HRD Is on building the right type of culture in the organization- a culture that can continuously identify, bring to surface, nurture and use the capabilities of people.

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