ALTHOUGH both human resource direction ( HRM ) and personnel direction focal point on people direction. if we examine critically. there are many differences between them. Some are listed below:
I ) Nature of dealingss: The nature of dealingss can be seen through two different position positions which are Pluralist and Unitarist. There is a clear distinguishable difference between both because the forces director. the focal point is more on individualistic where single involvement is more than group involvement. Here. HR director through a shared vision between direction and staff create a corporate vision and mission which are linked to concern ends and the fulfilment of common involvement where the organization’s demands are satisfied by subsidiaries and subordinate’s demands are well-taken attention by the organisation. Motorola and Seagate are good illustrations of organisations that belief in this Unitarist attack which besides focuses in squad direction and sees employees as spouses in an organisation.
Relation of power and direction: The distribution of power with forces director is centralized where the top direction has full authorization in decision-making where even the forces directors are non even allowed to give thoughts or take portion in any determination which involves “employees” . HR director. on the other manus. has the decentalisation of power where the power between top direction is shared with center and lower direction groups.
This is known as “empowerment” because employees play an of import function together with line and HR directors to do corporate and common determinations. which can profit both the direction and employees themselves. In fact. HR director focuses more on TQM attack as portion of a squad direction with the engagement and engagement of direction and employees with shared power and authorization. The nature of direction is focused more on bottom-up attack with employees giving feedback to the top direction and so the top direction gives support to employees to accomplish reciprocally agreed ends and aims.
two ) Leadership and direction function: Personnel director emphasizes much on leading manner which is really transactional. This manner of leading simply sees the leader as a task-oriented individual. This leader focuses more on processs that must be followed. punishment signifier non-performance and non-compliance of regulations and ordinances and put figures and undertaking achievements in front of human factors such as personal bonding. interpersonal relationship. trust. apprehension. tolerance and attention. HR directors are the leaders who are transformational. This leading manner encourages concern aims to be shared by both employees and direction. Here. leaders merely focus more on people-oriented and importance on regulations. processs and ordinances are eliminated and replaced with:
Shared vision ;
Corporate civilization and missions ;
Trust and flexibleness ; and
HRM needs that integrates concern demands.
four ) Pay policies and occupation design: Wage policies for forces director is simply based on accomplishments and cognition required for the position occupations merely. The value is based on the ability to execute the undertaking and responsibilities as per the employment contract demand merely. It does non promote value-added inducements to be paid out. This is besides because the occupation design is really functional. where the maps are more departmentalized in which each occupation falls into one functional section. This is simply known as division on labors based on occupation demands and accomplishment ownerships and demand.
For HR director. the wage is designed to promote uninterrupted occupation public presentation and betterment which is linked to value-added inducements such as addition sharing strategies. group net income sharing and single inducement programs. The occupation design is no more functional based but teamwork and cyclical based. HRM creates a new attack towards occupation design such as occupation rotary motion which is inter and intra-departmental based and occupation expansion which encourages one potency and capable single to take on more undertakings to add value to his/her occupation and in return enjoy added inducements and benefits.
