Personnel and HRM: can you tell the difference?

Article Abstract:

Some managers believe that human resource management (HRM) is simply another name for personnel management, but a close analysis of HRM's structure shows that it is a separate discipline. A basic theory of HRM consists of: defined HRM outcomes and measures of program success; reward, training, and recruiting policies designed to reach the specific outcomes; support from top management; and specific organizational outcomes. HRM has taken several different forms including a professional model, a production model, a paternalistic welfare model, and a human resource model. To be successful, HRM programs need: technological feasibility; industrial relations support; strategic vision; and management support.

Manpower policy, Organizational behavior

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Is this the very model of a personnel manager?

Article Abstract:

Models for judging the performance of personnel managers are developed and evaluated. In the administrative support model, personnel officers follow set procedures in a fixed relationship with other departments. The systems-reactive model concentrates on the creation of system rules and procedures that others in the company can follow. The business manager model shows the personnel manager as a top-level executive fully informed and involved with long-term corporate plans.

Equipment and supplies, Job evaluation

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An election manifesto for personnel management

Article Abstract:

A hypothetical election interview is held between a Personnel Managers Party candidate, an industrialist, a union official, an accountant, a businessman, and a production manager. The candidate advocates bringing about change through motivation and training, rather than through layoffs.

Achievements and awards, Work environment, Industrial productivity, Personnel Management (Periodical)

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