Difference Between Personal Management and Human Resource Management

This presentation discusses the difference between personal management and human resource management, focusing on their objectives, roles, and impact on organizational success. It also highlights the importance of leadership skills in achieving organizational goals.

Change Management and
Strategic Leadership
TASK 1

Introduction
The personnel manager of a factory or firm is the person in charge
of ensuring employee welfare and interceding between the
management and the employees. Human Resource Mnagement is a
wider term which is implemented in the big organmisations to
manage the employees of the corporate.

Difference Between Personal Managment and
Human Resource Management
Personnel management (PM) is a
traditional approach for managing the
working stiff
Human resource administration is a
modern approach for admonishing the
staff members of the entity and their
strength in the Morrison.
PM focuses on employee welfare and
labour relation HRM target point is to develop, motivate
and to maintain the human resource of
the corporate.
Personnel Management is used for the
employee satisfaction Human resource management is used
to attain the goals and objectives.

Personnel management focuses on the
increased management HRM depends on the effectiveness,
culture and the participation of the staff
members in the entity.
PM is concerned with the personnel
managers Human resource management is
concerned with all the working stiff of
the Morrison and for all the levels from
top to bottom.

Human resource strategy
Staffing Objectives:
Staffing involves the complete process of recruiting, hiring, and
training the most appropriate employee.
Beyond hiring, effective staffing involves assessing work environment
needs, scheduling, training and providing constructive criticism and
feedback.

Continued..
Performance Objectives:
Performance priorities the milestone to achieve the oriented goal
of the organisation. Objectives should be frames for all aspects
of the program.
By applying several motivational techniques like promotion,
increased pay benefits, etc. can shore up the employees
performance.

Continued..
Administration Objectives:
Its the prime obligation of the HR managers to facilitate the
smooth business operations. They must maintain accurate and
inclusive data on employees.
This data inculcate employee performance report, their terms
and conditions of employment, training and attendance records
and their personal details.

Role of PM and Leadrship Skills in
Achieving the Goal

Continued..
 Management of the organisation should be enough capable to meet
these types of challenges which are the key for any business's success or
failure.
 Adequate research have provided that getting appropriate mix of
inspirational leadership and effective management skills and
continuously practising these techniques can give prominent results.

Continued..
 Management studies the process and ride on coattails heavily on
tangible measurable capabilities like efficient planning techniques,
utilizations of resources available to the organisation, and effective
use of communication channels.
 Leadership comprise with the behaviour and and involves qualitative
management skills which helps to motivate the employees to perform
magnificently.

Leadership Components
Providing effective Leadership.
Strategy and Planning.
Budgeting & Financial Planning.
Fostering Innovation and creativity.

Impact of organisation’s
operational structure

Continued..
Understanding this dynamic mechanism is very crucial task in organisational strategic
objectives.
“Culture makes people understand each other better. And if they understand each other
better in their soul, it is easier to overcome the economic and political barriers.
But first they have to understand that their neighbour is, in the end, just like them, with
the same problems, the same questions”.
As in “W M Morrison Supermarket PLC”, the organisation should accept the process
which helps to map there human resource management which improves organisational
culture.

Continued..
Recruiting and Selection
Training & Developing

Continued..
Performance Management
Pay system

Assessing the current HR capacity.
Forecasting HR requirements.
Gap analysis.
Developing HR strategies to support organisational strategies.
Restructuring strategies

Continued..
Training and development strategies
Recruitment strategies
Outsourcing strategies
Collaboration Strategies

capacity management approaches

References..
Kotter, J. P., 2014. Accelerate: Building Strategic Agility for a Faster-Moving
World. Harvard Business Review Press.
Stead, W. E., 2014. Sustainable Strategic Management. Routledge.
Haines, S., 2016. The Systems Thinking Approach to Strategic Planning and
Management. CRC Press.
Bergman, J. Z and et. al., 2011. The shared leadership process in decision-
making teams. Journal of Social Psychology. 152(1). pp. 17-42.
Carmeli, A., Schaubroeck, J and Tishler, A., 2011. How CEO empowering
leadership shapes top management team processes: implications for firm
performance. Leadership Quarterly. 22(2). pp. 399-411.
Cope, J., Kempster, S and Parry, K., 2011. Exploring distributed leadership in
the small business context. International Journal of Management Reviews.
13(3). pp. 270-285.

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