Difference Between Personnel Manager and Hr Manager Essay

ALTHOUGH both human imaging solicitude (HRM) and personnel management instruction on people management, if we watch critically, there argon many differences between them. Some are listed beneathi) Nature of relations The nature of relations can be seen finished two different perspective views which are Pluralist and Unitarist. There is a bring in distinct difference between both because the personnel film director, the focus is to a greater extent on singularistic where individual sinkest is to a greater extent than group interest. Here, HR manager through a shared out imagination between management and staff create a corporate vision and mission which are linked to short letter goals and the fulfillment of mutual interest where the organizations of necessity are satisfied by subordinates and subordinates needs are well- swallown care by the organization. Motorola and Seagate are good examples of organizations that belief in this Unitarist admission which also focuses i n team management and sees employees as partners in an organization.Relation of spring and management The distribution of power with personnel manager is centralized where the top management has full authority in decision-making where unconstipated the personnel managers are not even allowed to give ideas or take part in any decision which involves employees. HR manager, on the some 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 turn of events an important role together with line and HR managers to make corporate and mutual decisions, which can benefit both the management and employees themselves. In fact, HR manager focuses more(prenominal) on TQM attack 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 place upright to employees to achieve mutually agreed goals and objectives.ii) Leadership and management role personnel department manager emphasizes much on leadership ardor which is very transactional. This style of leadership merely sees the leader as a labour-oriented person. This leader focuses more on procedures that must be followed, punishment form non-performance and non-compliance of rules and regulations and put figures and task accomplishments ahead of human factors such as personal bonding, interpersonal relationship, trust, understanding, leeway and care. HR managers are the leaders who are transformational. This leadership style encourages business objectives to be shared by both employees and management. Here, leaders only focus more on people-oriented and importance on rules, procedures and regulations are eliminated and replaced withShared visionCorporate culture and mis sionsTrust and flexibility andHRM needs that integrates business needs.iv) assume policies and job material body Pay policies for personnel manager is merely base on skills and knowledge required for the perspective jobs only. The value is based on the ability to perform the task and duties as per the employment contract emergency only. It does not encourage value-added incentives to be paid out. This is also because the job design is very functional, where the functions are more departmentalized in which each job travel into one functional department. This is merely known as division on labour based on job needs and skill possessions and requirement.For HR manager, the pay is designed to encourage continuous job performance and advancement which is linked to value-added incentives such as gain sharing schemes, group boodle sharing and individual incentive plans. The job design is no more functional based but teamwork and cyclical based. HRM creates a new approach towards job design such as job rotation which is inter and intra-departmental based and job enlargement which encourages one potential and capable individual to take on more tasks to add value to his/her job and in return enjoy added incentives and benefits.