what is the difference between a personnel manager and a hr manager?

Answer 1

personnel and "human relations" are the same thing.

Answer 2

Well the only difference is the wording; because a Human Relations Manager deals strictly with personnel matters and knows all the by laws related to job affairs. Both are the same, but refrased differently. It is a matter of conception. The correct position should be: Human Relations Director

Answer 3

The five M'S that are important in management are : Money, Men, Materials, Machinery and Management ability.Each of the above is a department and performence is recorded by the Manager. Men have to be taken care. First of all they have to be hired for a purpose and may be trained. You need a matured individual. well educated to hire the right candidate for the right job for the right compensation.. He is HR Manager. All men have to be accounted for their performence, attendence and promotion, behaviour, health care and to provide canteen fecilities. This is organised by a personal Manager.

Answer 4

Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company’s workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.

Answer 5

Personnel is the "old" term; HR is now the politically correct terminology.

Answer 6

Wow! you have quite some questions. i will attempt to handle each and each of them in my opinion. Manpower making plans is a device was once certain how many workers a corporation needs to run effectively. that is finished via examining previous hiring levels and turnover and using this guidance to attempt to anticipate destiny adjustments and desires. you will desire to take under consideration familiar adjustments like estimated promotions, retirements, interest transfers, manufacturing levels and such. this way you could consistently be confident which you're recruiting for sufficient workers to make particular they are employed on the optimal time. A workers supervisor and a human factors supervisor are somewhat the comparable project. The term 'workers' is an previous college expression. 'Human factors' is basically its cutting-edge alternative. As for punctuality and absenteeism, human factors frequently deals with it in step with in spite of the corporation regulations state. in the journey that your organization has an worker training manual, it would needless to say define what's envisioned with reference to an worker's duty for calling their supervisor in the event that they are going to be absent or overdue. it would additionally define what steps would be taken in the event that they fail to conform. a job description is a suited description of each and every place's household initiatives. i've got by no skill heard of a job directive or interest pilot; despite the fact that, i'm interior the U.S. and perhaps it is something used someplace else. As for a job assessment, frequently that could be a fashion for comparing and score jobs as a fashion to be certain income levels for each. finally, i'm no longer precisely confident what you recommend via "familiar drafting methods used whilst advertising," despite the fact that, in case you're asking if there are standards used to post a job commercial, none that i'm attentive to. each and each corporation writes their postings in accordance to positioned and cutting-edge want. suitable of luck!