Difference Between Personnel Manager and Hr Manager Essay

ALTHOUGH both human resource care (HRM) and personnel management focus on people management, if we examine critically, thither are many differences between them. Some are listed belowi) Nature of relations The nature of relations can be seen through two dissimilar perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because the personnel manager, the focus is much on soulistic where individual interest is more(prenominal) than stem interest. Here, HR manager through a shared vision between management and staff create a embodied vision and mission which are linked to business goals and the fulfillment of mutual interest where the organizations ask are satisfied by tames and subordinates needs are well- instituten care by the organization. Motorola and Seagate are good examples of organizations that belief in this Unitarist ascend which also focuses in team management and sees employees as partners in an organization.Relation o f power and management The distribution of power with personnel manager is centralized where the top management has full authority in decision-making where regular the personnel managers are not even allowed to give ideas or take part in any decision which involves employees. HR manager, on the other hand, has the decentralisation of power where the power between top management is shared with middle and lower management groups.This is known as empowerment because employees play an important office staff together with line and HR managers to make collective and mutual decisions, which can benefit both the management and employees themselves. In fact, HR manager focuses more on TQM approach 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 support to employ ees to achieve mutually agreed goals and objectives.ii) Leadership and management role Personnel manager emphasizes much on leadership style which is very transactional. This style of leadership merely sees the leader as a proletariat-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 taskaccomplishments ahead of human factors such as personal bonding, interpersonal relationship, trust, understanding, gross profit margin 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 missionsTrust and flexibility andHRM needs that integrates business needs.iv) Pay policies and job function Pay policies for personnel manager is merely based 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 requirement 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 falls 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 improvement which is linked to value-added incentives such as gain sharing schemes, group profit 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 potentia l and capable individual to take on more tasks to add value to his/her job and in return enjoy added incentives and benefits.