sự khác biệt giữa quản trị nhân sự và quản trị nhân lực

Có bác nào biết sự khác biệt giữa quản trị nhân sự và quản trị nhân lực không giúp em với. . Em không phân biệt được. Thanks

 

mình gửi bạn tham khảo các ý kiến sao, (mình xin được giữ nguyên văn là tiếng anh):


Is there a Difference Between Human Resources and Personnel Management?


Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.


For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. 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.


When a 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.


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Human resources management and personnel management are often used interchangeably. The differences, if any, between the two are very subtle and more philosophical in nature.


Personnel management is a more administrative job in nature. It deals with the payroll of the company. It is that branch of management that must function in compliance with employment laws. The tasks are more of the routine type, in contrast with the broader and more dynamic scope of human resources management.


On the other hand, the human resources management of an organisation is responsible for the overall management of the workforce in the organisation. The efficiency of the human resources management of an organisation in coordinating the activities of the staff is, in fact, one of the primary reasons for the success of the most successful corporate houses in the world. Personnel management, in short, is a function of management that has a narrower scope than human resources management.


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According to P. C. Tripathi (2002), Human Resources Development, Sultan Chand & Sons:


1) PM is traditional, routine, maintenance-oriented, administrative function whereas HRD is continuous, on-going development function aimed at improving human processes.


2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces.


3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning and advancing continuously.


4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions.


5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture.


6) Important motivators in PM are compensation, rewards, job simplification and so on. HRD considers work groups, challenges and creativity on the job as motivators.


7) In PM improved satisfaction is considered to be the cause for improved performance but in HRD it is the other way round (performance is the cause and satisfaction is the result).

 

- Contract: In Personnel management there are written contracts while in HRM there is an aim to go beyond contracts.


- Rules: In Personnel management there are proper rules while in HRM there are no hard rules but greater flexibility.


- Guide to contract management: In Personnel management there is consistency and control while in HRM there is more business flexibility.


- Behavior at workplace: Norms, customs and practices are encouraged in Personnel management while in HRM there is more vision and mission oriented behavior.


- Nature of relationship: In Personnel management there is pluralist approach while in HRM there is unitarist approach.


- Conflict: In Personnel management you cannot avoid conflicts while in HRM you can avoid conflicts.


- Key relations: In Personnel management key relations are labor management while in HRM these are business customers.


- Selection: In Personnel management selection is separate while in HRM it is more integrated.

 

Có rất nhiều sự khắc nhau bạn ơi! Bạn thử xem cuốn QTNS của Trần Kim Dung sẽ có sự so sánh này!

 

[SIZE=12pt]Đúng là có rất nhiều điểm khác biệt giữa quản trị nhân sự và quản trị nguồn nhân lực nhưng cơ bản nhất để bạn nhận biết đó là: [/SIZE]


- Doanh nghiệp quản trị nhân sự nhằm hướng đến lợi ích của doanh nghiệp là chính, làm cách nào khai thác nhân sự công ty hiện tại để mang lại lợi ích cao nhất cho doanh nghiệp.


- Còn quản trị nguồn nhân lực có nghĩa doanh nghiệp hướng tới nguồn lực con người nhiều hơn, không những khai thác mà còn có phương hướng phát triển nguồn lực trong tương lai.


Ngoài ra còn một số điểm khác biệt nữa ,mà những tài liệu tiếng anh đó. Có thể nếu cần thì chúng ta thảo luận thêm hen

 

Topic nay không liên quan gì đến đất dịch mừ, sao không chuyển về phần THẢO LUẬN mình nghĩ nó phù hợp hơn chứ nhỉ?


Ý kiến thế ko biết có bị đánh ko. Hehe...


(Comment xong mới thấy đã chuyển rồi, sorry cả nhà, hihi...)