What is the difference between human resource management and personnel management?

Personnel management is a part of human resource management. Personnel management is mainly some specific affairs, such as attendance, payroll, social security, labor contract signing, renewal, termination, dismissal procedures, etc. The connotation and extension of human resource management is much larger, focusing on the management level, but also more systematic, in the general sense of human resource management includes six modules, planning, recruitment and allocation, training, performance, compensation and benefits, labor relations management.

Personnel management. The difference with human resource management is as follows: the nature of the work is different, and personnel work belongs to the scope of administrative management, mainly some transactional work.

The personnel department is responsible for the decision-making of hospitality leaders. Human resource management, on the other hand, encompasses both strategic and transactional work. Attracting and developing human resources has become the top priority of human resources management.

The human resources management department is not only the office of personnel administration, but also the staff department of the leadership to formulate and implement the talent strategy. Personnel management takes things as the core, emphasizing "being superior to people and evaluating people according to things". Whether the work task is completed or not is the starting point of all management activities.

Human resource management, on the other hand, is people-centered and focuses on the appropriateness of personnel.

In some enterprises, in order to retain talents and give full play to their talents, there is even a phenomenon of "setting things up for people". For example, if a developer proposes a development project, the company will support the developer after a proper evaluation. Personnel management mainly assesses whether they can conscientiously implement the constitution, laws and decrees of the country, whether they have the moral character that staff should have, whether they have the professional skills to do their own work, and whether they have the necessary cultural knowledge and practical work ability.

Human resource management mainly assesses attendance, academic performance and work attitude.

Quantity, quality, efficiency, etc. of tasks completed.

The work content is different, and the personnel management mainly formulates and revises the organizational structure regarding authority and functional responsibility.

Establish a dual-track, mutual, vertical and horizontal information exchange system. ** Plan for staff input and anticipate required management policies and plans for staff needs.

Staffing and use: that is, according to the needs of the work, the staff are recruited, deployed, assessed, rewarded and punished, and placed. Assist staff to continuously improve their personal work capabilities, and conduct pre-service training and on-the-job training.

Human resources management is mainly based on the principle of distribution according to work, and does a good job in the salary grading, promotion, and various insurance benefits of the staff. Through various educational methods, we should enhance the ideological and political consciousness of the staff and stimulate their enthusiasm and creativity. Summarize and evaluate the work situation and procedures in order to improve the management work.

Personnel management is usually based on recruitment, and it is also necessary to develop some systems for the company, the content of the work is about the attendance of employees, as well as work attitude, but they are more responsible for human resource management, and they also need to participate in the management of the enterprise, generally in the interests of the company first.

There is a big difference, personnel management is mainly responsible for the recruitment in the company, generally in the network to contact job seekers, sometimes also responsible for the company's procurement, human resource management, in addition to responsible for recruitment, also need to be responsible for the company's operation and management.

I think the scope is not the same, personnel management is the management of the company's personnel job arrangement and logistics matters, and human resource management is relatively wide, belongs to the allocation of human resources, secondly, the functions in the work are different, human resource management is very important for the company's talent distribution, can make it play the greatest role in the post.

Human resource management regards human resources as resources, including strategic work and transactional work, focusing on people-centered, focusing on appropriate personnel, and focusing on the development of human resources; Personnel management is to regard manpower as cost, all from the perspective of cost, save manpower, and take the completion of work tasks as the starting point of management, which belongs to the scope of administrative management.

Human resource management encompasses personnel management. Personnel management is the first stage of the development of human resource management, which is professionally explained as such, it is a branch of human resource management. In other words, human resource management encompasses a wider range of content, while personnel management focuses on the management of personnel.

Under the guidance of economics and humanistic thinking, human resource management is to effectively use relevant human resources inside and outside the organization through recruitment, selection, training, remuneration and other management forms to meet the needs of the current and future development of the organization and ensure the maximization of organizational goals and member development.

Human Resource Management is divided into six modules:Personnel recruitment and training management, job design and training, compensation management, performance management, labor relations management and human resource planning.

Many large and medium-sized enterprises that have been served by Red Sea Cloud have helped enterprises build a human resource information sharing platform based on the Red Sea EHR system, realized end-to-end process driven, and the full-cycle management of employees' "entry and exit" to form a 360° digital file of employees. Covering the basic information, job trajectory, project experience, performance and other full-career cycle data, based on the needs of different roles such as managers and decision-makers, it presents employee information from multiple perspectives, realizes the overall control and standardized management of employees simultaneously, and builds a smart and collaborative employee management platform for enterprises.

At the same time, it provides employees with intelligent self-service: personal information change maintenance, issuance of certificates, attendance approval, leave application, business trip reimbursement, training and learning, etc., employees only need to log in from the APP, and can realize the one-stop experience of employee services on the mobile phone, which greatly improves management efficiency and releases HR energy from basic work.

1. The definitions are different.

Human resource management, abbreviated as HR, is responsible for the enterprise to supervise the design of employee benefits, employee recruitment, training and development, performance evaluation and reward management, etc., mainly focusing on the management of personnel within the organization. At the same time, we adopt a scientific and effective strategic approach to managing enterprise personnel to maximize the performance of employees and help enterprises gain competitive advantages.

Personnel management is a series of management activities such as selection, use, training, assessment, reward and punishment of subordinate staff through scientific methods. At the same time, the use of correct employment principles and reasonable management system, adjust the relationship between people, people and things, people and enterprises, in order to make full use of human resources.

2. The purpose is different.

Human resource management, in addition to focusing on the use of personnel, can also maximize the potential of personnel, carry out overall planning, in order to bring benefits to the enterprise.

Personnel management is just a simple management of personnel, and only the departure and entry of personnel are counted into their costs.

3. Different directions.

Human resource management, in order to achieve the sustainable development of the enterprise, the use of scientific analysis and management methods, the analysis of each employee's skills, professional expertise, hobbies and specialties, etc., to make a reasonable and effective arrangement for talents, as far as possible to achieve the right person, the job is consistent, maximize the talent of each talent, and realize the value of talent and enterprise.

Personnel management is to provide training for workers in vacant positions in enterprises.

4. Different status.

Human resource management, which exists as a special resource in the enterprise, belongs to the business strategy department of the enterprise, which is supported by new knowledge, new ideas, new thinking and new technologies, and is of great strategic significance according to the different periods of enterprise development, and the allocation of different talents as reserves.

Personnel management, most of which exist in the form of a business unit.