Difference Between Personnel Manager and Hr Manager
ALTHOUGH both human resource management (HRM) and personnel management focus on people management, if we examine critically, there are many differences between them. Some are listed below:
i) Nature of relations: The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because the personnel manager, the focus is more on individualistic where individual interest is more than group interest.
Here, HR manager through a shared vision between management and staff create a corporate vision and mission which are linked to business goals and the fulfillment of mutual interest where the organization’s needs are satisfied by subordinates and subordinate’s needs are well-taken care by the organization. Motorola and Seagate are good examples of organizations that belief in this Unitarist approach which also focuses in team management and sees employees as partners in an organization.
Relation of power and management: The distribution of power with personnel manager is centralized where the top management has full authority in decision-making where even the personnel managers are not even allowed to give ideas or take part in any decision which involves "employees".
HR manager, on the other hand, has the decentralization of power where the power between top management is shared with middle and lower management groups.
This is known as "empowerment" because employees play an important role together with line and HR managers to make collective and mutual decisions, which can benefit both the management and employees themselves.
In fact, HR manager focuses more on TQM approach as part of a team management with the involvement and participation of management and employees with shared power and authority.
The nature of management is focused more on bottom-up approach with employees giving feedback to the top management and then the top management gives support to
i) Nature of relations: The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because the personnel manager, the focus is more on individualistic where individual interest is more than group interest.
Here, HR manager through a shared vision between management and staff create a corporate vision and mission which are linked to business goals and the fulfillment of mutual interest where the organization’s needs are satisfied by subordinates and subordinate’s needs are well-taken care by the organization. Motorola and Seagate are good examples of organizations that belief in this Unitarist approach which also focuses in team management and sees employees as partners in an organization.
Relation of power and management: The distribution of power with personnel manager is centralized where the top management has full authority in decision-making where even the personnel managers are not even allowed to give ideas or take part in any decision which involves "employees".
HR manager, on the other hand, has the decentralization of power where the power between top management is shared with middle and lower management groups.
This is known as "empowerment" because employees play an important role together with line and HR managers to make collective and mutual decisions, which can benefit both the management and employees themselves.
In fact, HR manager focuses more on TQM approach as part of a team management with the involvement and participation of management and employees with shared power and authority.
The nature of management is focused more on bottom-up approach with employees giving feedback to the top management and then the top management gives support to