Home

Migrate from Personnel Management
to Human Resource Management

Many have gone on to implement strategic human resource management.

What is Personnel Management?
This type of department handles administrative activities related to people management. These are traditional activities.

Get to know what these activities are. This gives you indications whether implementing human capital managementand for that matter strategic human resource management offers better results.

With this information and understanding, it is comparatively easier for your organization to make the transformation into human resource management.

This will give you the motivation whether to decide to do so. Or not.







The traditional administrative activities include:

• Staffing activities
• Salary and benefits administration
• Promotion
• Leave administration
• Employee transfer
• Performance appraisal
• Training
• Filing and records keeping
• Employee termination
• Retirement

It may appear to you that these have a lot of similarities to the activities carried out under Human Resource Management. It is true that most activities that are carried out are the same but with distinct differences.

The main difference is that in human resource management, strategic planning is or must be carried out to ensure effective and efficient management of the HR function so as to contribute positively to the success of organizations.

The human resource objectives are also aligned to the organization's overall objective.

Check whether your human resource department is merely performing administrative tasks. If so, you do not need a full-fledged department to do these tasks. These are mostly maintenance in effect.

Other information on Personnel Management and Human Resources Management.


Administrative Activities
The following will give you a better understanding of personnel management.

• Usually, there is no strategic plan on recruitment activities.It may happen, though, that the organization may not fill a vacancy. But the reasons for doing this or other acts are not clearly defined.
  
• It can happen that only the basic academic qualification is required of job applicants. There is no true correlation of recruitment to the actual needs of the organization.
  
• Salary administration is performed without much attention to its potential motivational or de-motivational effects.
  
• Leave is seldom quantified in monetary terms.
  
• Performance appraisal is overused, and sometimes used for the wrong purpose such as to penalize people.
  
• Training is usually done to utilize the training budget with training needs analysis seldom carried out.
  
• Most record keeping is done for the sake of keeping records. The major portion of these is seldom referred to again. We need to remember that records are kept to facilitate better decision making.
  

Shift to a Strategic Method in Handling People-Related Matters
These is a widespread clamor to implement human resource management or strategic human resource management for that matter.

If you want your people to contribute positively to the success of your organization, transform your Personnel Department into Human Resource Department with all that are necessary for successful implementation.

Do not just change the name of the department. Carry out a total transformation systematically.

Carry out the changes in stages to avoid any pitfall.

By doing this, you present yourself the opportunity to correct things as you go along.

Skill is required to manage change. Implement a plan of action to ensure success in the transformation process.

You can pat yourself on the shoulder when you succeed to do this. You are well on the road to a better and more effective people management.

Custom Search

To Home Page