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Factors outside an organization that influence the effective management of personnel?
Wiki User
∙ 9y ago
The external business environment influences how managers manage their personnel. Another factor that influence effective management of personnel is government regulations, such as employee laws.
Wiki User
∙ 9y ago
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Advantages and disadvantages of scientific management?
The advantage of scientific management is that it is effective and efficient. The disadvantage is that it is costly to train the personnel and install some systems.
How personnel management developed into human resource management?
Personnel Management is a traditional approach started in the early part of the 20th century, in order to protect employees from industrial conditions, reacting to the influence of trade unions and ensuring all employees are treated and looked after fairly.
Compare human resource management to personnel management?
what is the concept of Personnel Records Management?
Difference between human resource management and personnel management?
Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel related tasks. As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
What is the difference between Human Resource Management and Personnel Management?
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management. Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand. Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation. Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."
Why do you need to study personnel management?
Studying personnel management is important because it provides the foundation for managing a successful workforce. Personnel management involves the development of strategies and policies that relate to the recruitment, selection, training, development, and performance appraisal of employees. It also covers the management of employee benefit systems and labor relations. Studying personnel management provides a comprehensive understanding of the key principles and practices related to effective personnel management.Understanding the principles and practices of personnel management can be beneficial in the following ways: It helps to ensure that a company's personnel policies are in compliance with applicable laws and regulations. It enables managers to develop and implement effective recruitment, selection, and training programs. It helps to ensure that employees are treated fairly and equitably. It helps to improve communication between management and employees. It helps to create a positive and productive work environment.Studying personnel management can help to ensure that a company is able to attract and retain the best talent, as well as create an environment where employees are able to perform at their highest level.
Factors outside an organization that influence the effective management personnel?
1. technological factors 2. economic challenges 3. political factors 4. social factors 5. local and government issues 6. unions 7. employers demand 8. workforce diversity
What is the differences between personal management vs hrm?
Difference between Human resource management and personnel managementØ Human resource management is flexible where as personnel management is burocratic.Ø Human resource management is bottom up approach where as personnel management belives in top down approach.Ø In Human resource management organization structure is organic where as in personnel management organization structure is mechanistic.Ø Human resource management is people oriented where as personnel management is task oriented.Ø Human resource management see long term prospective where as personnel management see short term prospective.Ø Human resource management belive in facts and identified solution where as personnel management belive only on number.
What has the author Nicholas J Beutell written?
Nicholas J. Beutell has written: 'Personal computer (PC) projects for effective personnel management' -- subject(s): Personnel management, Data processing 'Instructor's manual to accompany Personal computer (PC) projects for Effective personnel management' 'Personal computer (PC) projects for personnel and human resource management' -- subject(s): Personnel management, Data processing, Problems, exercises
What has the author Felician F Foltman written?
Felician F. Foltman has written: 'Manpower information for effective management' -- subject(s): Personnel management, Personnel records
What is a personnel management?
A personnel manager is exactly like they sound like they would be. These managers help organize and direct all personnel within an organization or production.
What is the personnel organization management chart?
setting a goal then listing the to do's to reach that goal
Importance of personnel in an organization?
what is the importance of personnel in an organization
Advantages and disadvantages of scientific management?
The advantage of scientific management is that it is effective and efficient. The disadvantage is that it is costly to train the personnel and install some systems.
What is police organization?
The police organization is composed of different ranks such as: Chief and Major, they are called "Command level" personnel; Lieutenants, and often Sergeants are called "Middle Level" Management. Officers are referred to as "Line" Personnel.
What has the author Clarence Adam Weber written?
Clarence Adam Weber has written: 'Fundamentals of educational leadership' -- subject(s): School management and organization 'Let's cut the cost of college education' -- subject(s): College costs 'What the people ought to know about school administration' -- subject(s): School management and organization 'Leadership in personnel management in public schools' -- subject(s): Leadership, School management and organization, School personnel management
Is a member of personnel like a manager?
"Personnel" just means the employees of an organization. Personnel can range from mail clerks to upper management, but the term itself does not necessarily denote that a particular employee is a manager.
