Independent University,

Bangladesh
MBA 509E: Human Resource
Management
Autumn- 2016

Home Work - 1 (Week 1)

Submitted to:
Faiz Chowdhury
Independent University, Bangladesh

Submitted By:
Ertiza Akando

ID: 1610515

Date of submission (30-09-2016)

Introduction
In an organization, a group of people (employers and employees) work together with a common
motive to achieve their organizational goal, which is only possible when efforts of all the people
in the organization are efficiently managed. Personnel management is an administrative function
which exists in an organization to ensure right personnel at right organizational activity. Human
resource management is a modern approach of managing people at workplace which focuses on
acquisition, development, utilization and maintenance of human resource.

Personnel management

is a predominantly administrative record-keeping function that

aims to establish and maintain equitable terms and conditions of employment. Personnel
management is concerned with planning, job analysis, and recruitment and performance appraisal
along with training and compensation management. Personnel management also focuses on
managing labor relationship by handling employee grievances.

Human resource management integrates

the traditional personnel management

functions to corporate goals and strategies, and performs additional people-centered
organizational developmental activities. In simple words, human resource management can be
referred as the policy which ensures right quality and quantity of human resource in the
organization.

Difference in Approach
The personnel management approach tends to attach much importance to norms, customs and
established practices, whereas the human resource approach gives importance to values and
mission. The personnel management approach also concerns itself with establishing rules,
policies, procedures, and contracts, and strives to monitor and enforce compliance to such
regulations, with careful delineation of written contract. The human resource management
approach remains impatient with rules and regulations. HR managers tend to relax rules based on
business needs and exigencies, and aim to go by the spirit of the contract rather than the letter of
the contract.
Difference in Application

Personnel management is an independent staff function of an organization, with little involvement

from line managers, and no linkage to the organization's core process. Human resource
management, on the other hand, remains integrated with the organization's core strategy and
functions. Although a distinct human resource department carries out much of the human resource
management tasks, human resource initiatives involve the line management and operations staff
heavily. Personnel management also strives to reconcile the aspirations and views of the
workforce with management interest by institutional means such as collective bargaining, trade
union-based negotiations and similar processes. This leads to fixation of work conditions
applicable for all, and not necessarily aligned to overall corporate goals.

Conclusion

Finally, in any discussion of personnel management between human resource management, we

must include that personnel management lays down rigid job description with many grades and a
fixed promotion policy--usually based on seniority and performance appraisal ratings. Human
resource management, on the other hand, has relatively fewer grades and ranks, with broadly
defined job responsibilities providing much scope for applying creativity and initiative, and
plenty of career paths, with skills, talent and commitment the key drivers of career advancement.