The difference between Personnel Management and Human Resource Management. With the continuous acceleration of the nation’s reform and opening up, and under the background of economic globalization. The development trend of modern human resource management and traditional personnel management is also changing. So the difference between the two is becoming increasingly important. In the current development, the management of human resources and personnel management must pay attention to.
Here are the articles to explain, and Discussion the Difference Between Personnel Management and Human Resource Management
The article conducts professional research and in-depth discussions on the concept, model, vision, nature, depth, and performance of the two, hoping to propose some methods and theories to relevant managers and researchers so that everyone can deepen their understanding of the modern economy. Awareness of personnel management and human resource management.
Main Keywords: modern economy human resources management personnel management differences research
There is a big difference between the concepts of human resources and personnel management
(1) Manpower in human resource management refers to human strength. Which mainly includes intelligence, physical strength, and the combination of the two forces
Human ability is mainly reflected in the behavior process of doing things and work. While intelligence is an abstract behavioral ability. Which is mainly stored in the human brain as an abstract soft force, which can influence human behavior. Conduct guidance and give guidance to their world outlook, outlook on life, and values. It can be said that its potential changes will continue to change with the development of thinking. Physical strength can be directly presented in the form of a relatively stable rigid force in people’s production and life and is less affected by objective factors.
From a macro perspective, human resources refer to creating spiritual and material civilization wealth for the development of society through their own existing and developed capabilities under certain conditions. A favorable resource for continuous progress and development. It has not only quantitative characteristics but also qualitative characteristics. From a micro level, it is a synthesis of photos of all employees and all potential labor capabilities hired by each enterprise unit.
(2) Traditional personnel management mainly refers to
After completing related tasks, adjust and manage the cognitive relationship within the enterprise, and finally make people and things fully match, thereby promoting the improvement of work efficiency. From the actual situation, it refers to a certain point or A state of long-term labor relations between a certain department and its employees. In addition, it systematically manages the legitimate interests of employees, work business, and other related matters. These include the employment of staff and job appointments, wages of employees, training, and assessment of employees, etc.
Since the 21st century, due to the tremendous development of productivity. The environment and concepts of personnel management have also improved. First, in terms of management concepts, modern human resource management regards staff as the only active resource. It can realize the maximization of economic benefits and increase the infinite value of reproduction. But in the aspect of traditional personnel management, there is an essential difference in its management concept. It regards the staff as an important resource and a tool to pay the original cost of remuneration. The main accounting is “head account”, not “manpower account”.
Differences in modes, perspectives, and natures of human resources and personnel management
(1) There is a big difference in the management model
Modern human resources management mainly refers to the people as the core and the employees as “social people”. Adjust and mobilize personnel in the context of social development. However, the basic starting point of the so-called human resource management model is “based on people”. And it attaches great importance to the optimization of staff and its system. On the premise of adhering to this management principle, establish and improve the relevant management models of human resources, employee job exploration, employee recruitment, employee labor development and training, performance evaluation management models, salary management models, labor contracts, rights protection, and labor safety and Sanitation and other related management models, to achieve the optimal combination of people and things, and ultimately obtain higher social and economic benefits.
On the other hand, traditional personnel management is very different from it. It mainly focuses on things and does not ask people how to do things well, but how people adapt to things. The enterprise employees are regarded as “economic people”, so they usually do not pay enough attention to the integrity of people and things, and only adopt a single static management form, which is mainly for “controlling people”.
(2) There is a big difference in the management vision mode
The development of economic globalization has made the connection in the world market closer. And modern human resource management has also accelerated the degree of openness. It can be said that it is more forward-looking and remote in terms of management vision. This also makes the boundaries of some organizations and geographical boundaries more blurred in the traditional sense. Such a development trend in human resource management is conducive to cultivating a world and global concept. In addition, it is also conducive to the formation of the spirit of teamwork and cooperation. So that cross-regional and cross-cultural systematic training and management can be realized.
This is also the mainstream trend and main direction of human resource management in the 21st century. But traditional personnel management lacks forward-looking, and there is no systematic future planning. Which is very narrow compared with the former in this respect. Relatively closed personnel management will gradually decrease its competitiveness in the future. If it does not update and improve, it destines to withdraw from the stage of history in the tide of time and development.
(3) The nature of management is quite different
In terms of modern human resource management, not only has economic benefits and system integrity in the organizational system. But also has excellent characteristics of future planning, scientific strategy, and correct strategy. In terms of human resource management of modern enterprises, the scientificity and reliability of their strategies are becoming more and more important in the long-term development of enterprises. It can be said that it must not only comprehensively consider the balance of various human resources in terms of the overall layout. It is also conducive to the realization of the optimal combination of actual work and development strategies. On the other hand, contemporary human resource management not only analyzes and studies the current status quo at the height of strategy. But also provides management Provide accurate and scientifically detailed data on relevant human resources.
It is conducive to helping the management to formulate a scientific and reasonable current human resource management-specific implementation plan, and is conducive to mobilizing the enthusiasm within the company, thereby promoting the maximization of economic benefits; from the perspective of development trends, the development trend of human resource management is mainly For the future, and it is based on long-term development as the goal, it needs to pay close attention to the ever-changing labor market information and changes in the related environment; from the perspective of its role, its main role is reflected in the strategic and Global.
In terms of traditional personnel management, only focuses on the role of a unit or a department. And its personnel transfer cannot be at the overall macro level, but only limited to small detail. Which cannot give relevant decision-makers more strategic and effective information.
Differences in characteristics, emphasis, and attributes of human resources and personnel management
(1) Significant differences exist in management characteristics
The management of human resources is mainly an open management model. Which has many characteristics such as greater competition, subjective initiative, self-creativity, production efficiency, rational consumption, dynamic timeliness, and social regeneration. On the other hand, my country’s traditional personnel management is close and passive, and the concept is relatively backward. The manpower adjustment of the situation is not market-competitive. Therefore, there is a big difference from the former in terms of characteristics.
(2) There is an essential difference between the two in the focus on management content
The former mainly regards manpower as the first resource, so it pays special attention to its maintenance process, innovation, and development efforts. To meet the development needs of the implementation strategy in the future. There are also high requirements for the quality of manpower. Which is conducive to safeguarding the legitimate rights and interests of laborers. So that the safety of employees in actual work can fully guarantee. employment and income security. In terms of maintaining the management and maintenance of human resources, it mainly includes contractual relations, labor safety protection, personality equality, and fair employment.
As for the update and development, it is mainly an important measure to improve the efficiency of human resource management. It includes many aspects, mainly involving the career planning of workers, the guidance of work direction, the continuous learning and training of education, and many other aspects. This is conducive to improving the cultural level and professional skills of the employees of the enterprise, thereby improving the working ability of each employee, and can also fully explore their potential capabilities, and finally realize the maximization of personal and human resource values and the optimization of corporate profits.
Innovation
It refers to the innovation of the management system and the innovation of management methods. These two aspects must carry out simultaneously, and a brand-new human resource management system must establish as soon as possible. The means must not only be multi-level, but also different means should develop for different situations, and the right medicine should prescribe. To be rich and diverse, emerge in endlessly.
For example, establish and improve relevant incentive means, so that rewards can give according to the performance and workability of different employees in different positions, which not only improves the enthusiasm of employees but also fully affirms the ability of employees to work. The key points that should pay attention to in the management. The latter simply regards human resources as a cost and management tool for management. In terms of innovation and development, it often overlooks. In terms of employees’ legitimate rights and interests, the management system is usually not perfect, and it only focuses on human resources. Input use and control.
(3) There is also a big difference between the two in terms of management attributes
According to the research on the development trend of modern enterprises, it can know that the units or departments related to human resource management within the enterprise are classified as “departments that produce profits.” Therefore, the compression of costs is not the focus of attention. Judging from the actual operating conditions of many companies. It will find that the mere benefit of investment in human resources is far greater than the amount of investment in its cost. Therefore, it divides into benefit types of production. However, the traditional personnel management unit or department is classified as a “non-productive department”. Which mainly reflects in the daily administrative management and executive management. It has paid enough attention to cost reduction and realized it with the smallest investment in personnel management. The greatest optimization of people and things.
Conclusion
In future development, it is very necessary to have a detailed understanding and research on the management mode of human resources and personnel management, because this is related to the formulation of the development strategy of an enterprise or even an industry and the improvement of internal work motivation. Although there are big differences between the two in many aspects, such as status, attributes, methods, requirements, categories, functions, etc., the development of globalization cannot separate from the two management models. So we must not only pay attention to personnel management But also strengthen the management of human resources. Only in this way can we promote the sustainable development of the social economy.
