Defining HRM and Personnel Management
Back in the old days, prior to the 1980s, no one every sought out the human resources department--most of us found our employee answers in the “personnel" department. Author and HR trainer, Marco Köster, points out that personnel management has a stigma attached, sort of a “welfare image," and it’s based on “managing personnel from marginalization." Think of the old personnel department here that usually consisted of one or two staff, unilateral forms and staff answering not to an HR department head, but to upper management.
Human resource management (HRM), on the other hand, which Köster says developed in the 1980s, looked at managing personnel in a way that “regarded people as the key resource of organizations."
Basically, the duties and responsibilities of personnel management may have been stereotypical in nature where HRM looked at the whole employee, their uniqueness, traits, work habits, goals, and desires and managed at a higher level. HR tools included better recruitment processes, policy and procedure manuals, and a wide array of performance appraisals to develop and nurture the employee.
So, along with these definitions of both types of employee management, what are the similarities between HRM and personnel management?
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