anil mishra

8/2/2019 ANIL MISHRA

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GREATER NOIDA INSTITUTE OF

TECHNOLOGY

PRESENTATION FOR H.R.M.

TOPIC

HRD VS. PERSONNEL MANAGEMENT

SUBMITTED TO : SUBMITTED BY :

MEENAKSHI AZAD MAM ANIL Kr. MISHRA

SEC : A

ROLL NO : 07


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The HRD function involves resolving interpersonalconflicts, conducting course on team building,management of stress, counseling, etc. The HRDmanager is more involved in managerial skillsinventory, job suitability analysis, management and

supervisory performance appraisal, managerialmotivation, etc. Rather than in time keeping andemployee leave record updating which are thefunctions of the personnel manager. Some of the

other points of distinction between traditionalPersonnel Management and HRD are as follows:



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The traditional personnel management function is

a routine, maintenance oriented, administrativefunction, HRD is a continuous development function.It is, in fact, the expression of the unshakable belief ofmanagement of an organization in the development of

its human resources. The major attention of HRD is onimproving the human process.

1.HRD VS. PERSONNEL MANAGEMENT


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While the traditional personnel function is seen as

an independent function with sub-functions. HRD isviewed as a sub-system of a large system, viz. Theorganization, an is supposed to be made up ofmutually dependent parts. This means that the designof HRD cannot be considered in isolation. It must take

into account its linkage and interfaces with all otherparts of the organization.



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Personnel function is supposed to be the exclusive

responsibility of the personnel department, HRD isregarded as the concern of all managers in theorganization. In fact, HRD aims at developing thecapabilities of all line managers to carry out various

personnel functions themselves. It believes thatfunctions like industrial relations, reward andpunishment, performance appraisal, promotion etc.should increasingly become the responsibility of theline managers.



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The traditional personnel function is regarded as

mainly a reactive function responding to the demandof the organization as and when they arise. HRD isregarded as a proactive function. The function of HRDis not merely to cope with the needs of the

organization but also to anticipate them and to actthem in advance in a continuous and planned way.



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While the traditional personnel function (withhuman relations orientations) considers improvedsatisfaction and morale as the cause of improvedperformance, HRD considers the other way round. Itconsider improved performance(due to betterutilization of human resources) as the cause andimproved satisfaction and morale as its results.

`HRD VS. PERSONNEL MANAGEMENT


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The traditional personnel function take a very

narrow view of its scope and aims at developing andadministering people only, but HRD takes a muchwider view of its scope and aims at developing thetotal organization. The emphasis in the traditionalpersonnel function is on increasing peoples efficiency.The emphasis in HRD Is on building the right type ofculture in the organization- a culture that cancontinuously identify, bring to surface, nurture and usethe capabilities of people.

H


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anil mishra

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