The Difference between Personnel Management and Human Resource Planning

The difference between Personnel Management and Human Resource Planning can be understand with the help of following points While employing Personnel Management aims at the written contracts made earlier between management, employees, unions and other associations, whereas, Human Resource Planning aims to go beyond contracts. Personnel Management gives due importance to rules, regulations and norms but HRM gets impatience with stringent rules and works with a broader outlook. In case of Personnel Management,procedures...

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Manpower Planning-Forecasting the future needs

Manpower planning is a process through which an organisation ensures that right people, at right place and at right time are available. Geisler "Manpower planning is the process including forecasting, developing, implementing, and controlling by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing things for which they are economically most suitable". Decenzo and Robbins "Human resource planning is the process by which an organisation ensures that...

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Job Description and Job Specification

Job Description Job description is a list which containing tasks or functions and responsibility of a position which are to be performed. Job description is a written statement mentioning the job title, tasks to be performed, duties and responsibilities involved in a job. It also mentions the working conditions, hazards. Stress and other problems involved in a job and the relationship with other jobs. Flippo, A job description is an...

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Job Analysis - Basic Requirement of Personnel

Job Analysis is the process of collecting job related information. Such information helps in the preparation of job description and job specification. Job analysis was conceptualized by two of the founders of industrial or organisational psychology, Federick Taylor and Lillian Moller Gilberth. It provides the information which helps to determine which employees are best fit for specific job. U S Labour Job Analysis is the process of determining, by observation and study, and reporting pertinent information relating to the...

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Line and Staff- Basic terminology of Personnel Management

The business world is changing very rapidly and each day new kind of problems are cropping up and it requires specialisation in these fields to deal with these conditions. As it is impossible for an individual to have specialisation in each fields. so it required staff function which provides beneficial support to line function. Staff function is secondary business activity that support line function. Allen, "Line functions are those which have direct responsibility for accomplishing the objectives of the enterprise...

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Structure of Personnel Management

According to Fisch and Logan, there is no practical relevance of the concept of line and staff. Still it has been an important part of management since beginning  i.e, that is way it is not easy to separate or remove it. It is still possible at initial stages of the organisation to clearly demarcate between line and staff functions as well as people but not an easy affair in case of big organisations. Now a days, only production...

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Personnel Management- The Backbone of overall Management

Functions and Structure The success of an organisation depends on the capacities and capabilities of its personnel. Unless, it devotes enough resource on development o its resource, it would not get required output from its personnel. Personnel management can be defined as process of obtaining, utilising and maintaining a satisfied workforce. It is a significant part of management, which is concerned with employees at work and with their relationship within the organisation. Flippo, "Personnel management is the planning,...

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