HRM & HRD

CCA ASSIGNMENT 2

Hemanshu Dayaramani
Final Year B.Tech Civil
PRN: 1032170386

Q. 1) Differentiate between HRM and Personnel management with at least

15 points. Table is expected.

Sr. Aspects HRM Personnel management

No.

1. Meaning The branch of The aspect of management

management that that is concerned with the
focuses on the most work force and their
effective use of the relationship with the entity
manpower of an is known as Personnel
entity, to achieve the Management
organizational goals is
known as Human
Resource
Management.

2. Approach Modern Traditional

3. Type of function Strategic function Routine function

4. Labour Individual Contracts Collective Bargaining

Management Contracts

5. Focus Treat manpower of Primarily on mundane

the organization as activities like employee
 valued assets, to be hiring, remunerating,
valued, used and training, and harmony.
preserved.

6. Scope people all people working for mostly rank and file
involved and with the
organization including
the Board, top
management
consultants or
resource persons,
middle management,

7. Hours of full-time, part-time, full-time

flex

8. Place of work formal and informal formal setting: office,

settings factory / plant

9. Types of service Varied and complex: few and personnel

job organization and information, recruitment
information: job and screening social
analysis, job design activities, management-lab
and job evaluation; or relationship
acquisition of human
resources: human
resources planning,
recruitment,
screening, selection
and placement,
maintenance:
orientation,
motivation,
assessment and
evaluation,
compensation
administration,
 movement analysis,
benefits, participation
and services

10. Department head Separate Human administrative officer or

or officer-in Resources chief executive officer
charge Department manned
by human resources
specialist

11. Department staff: behavioural scientist, lawyer, records clerk

social science

12. Level reporting higher level of general lower level of line of

manager or chief managers
executive officer

13. Goals accomplishment of accomplishment of

organization and organization goals being
individual goals emphasized

14. Technology Developmental: mechanistic: reactive,

proactive, socio- structural, inflexible,
technical orientation, technical, control oriented
flexible, participatory, and organization-oriented
creative and
innovative

15. Strategies Objective and Personally, subjective

scientific based on based on management’
individual and needs and values:
organization culture, compartmentalized
total systems
approach

16. Philosophy Human with emphasis Traditional work

on respect for orientation with and
priorities on management welfare
 organization and mainly for-profit people:
society’s well-being an expense and a factor or
an investment and a production
resource

P.T.O.
Q. 2) Define personal management and state its evolvement in past years.
Ans:
Definition: - The aspect of management that is concerned with the work force
and their relationship with the entity is known as Personnel Management.
Personnel management is defined as an administrative specialization
that focuses on hiring and developing employees to become more
valuable to the company.

Evolvement in past years.

a) Mechanical Approach towards Personnel
 • The reasoning here is that if machines can be made more productive by
extreme specialisation, so can men. This approach has also been called
the 'factor-of-production concept’.
• It implies that labour must be classified with capital and raw material as a
factor of production to be procured as cheaply as possible and utilised to
the fullest.
• The fact that human beings are involved in this is of human the
mechanical approach usually results in the creation of various
management problems-personnel problems.

b) Paternalism: -
• In this approach management must assume- a fatherly and protective
attitude towards employees. By merely supplying benefits, e.g., housing,
transport, recreation and pensions, managements are not necessarily
paternalistic. It is the attitude and the manner of implementation that
determine whether or not a management is paternal in its dealings with
employees, to be paternalistic two characteristics are necessary.
• Firstly, the profit motive should not be prominent in management's
decision to provide such employee services.
• Secondly, the decision concerning what services to provide and how to
provide them belongs solely to management. The father makes the
decision that he feels is best for the child. Paternalism died largely during
the depression of the 1930's, though certain managements still use this
approach in their dealings with employees. How many managements
consult their black employees

c) Social System Approach: -

• In this approach the organisation is perceived as the control agency
operating in an open system. Employees are perceived as power sources
whose development can be aligned with basic organisational goals. As
the diagram besides indicates, the employee group is only one of many
groups to which the manager must relate
 • This is more mature approach also explains the various roles a person has
to play. From this flow’s role expectations, role conflicts, etc., and the
influence this has on human behaviour.

d) Newer Approaches to Personnel Management

• The basic mission of personnel is conceived by BiICKER (1965) to be a
huge balancing act.
• Personnel is responsible for balancing the demand for and supply of
people, of balancing the organisation's need for certain experience and
skills with the labour markets supply of these skills and experience.
• Everything the personnel man does has an effect on one side of the
balance or the other.
• (i) "A company's productivity and resulting profitability are directly
proportional to the quantity and quality of its human resources."
(ii) "The efficiency and effectiveness of employers' productivity results
from the recognition of, and enhancement of, the human dignity of each
individual employee."
(iii) "The supply and calibre of the human resource can be effectively
enhanced through education, training and
personal development.