HRD Vs Personnel Functions Assignment Help
Human Resource Management or HRM is the practices and the policies, which an organization has for having a knowledgeable staff. HRM has two broad categories such as human resource development and personnel administration. The most valuable asset of an organization is a human resource. The chief difference between HRD and Personnel management lies in its orientation and scope. At BookMyEssay, we offer the Management students HRD Vs Personnel Functions assignment help. HRD forms a part of HRM and it deals with the employees’ training and development in an organization.
Personnel management is limited in scope and the workers are looked at as a tool. HRD, on the other hand, is wider in scope and it treats the employees as the organization’s assets. It promotes mutuality regarding reward, goals, and responsibility. It includes training after the employees are hired, thus providing them opportunities for learning new skills and other developmental activities. Personnel functions are basically administrative functions performed at the operational level. We have hired the best essay assignment writing experts at BookMyEssay who apart from being highly qualified possess rich experience in management studies. Our online tutors provide 100% original and plagiarism-free HRD Vs Personnel functions to the students and they always make timely delivery.
 HRD Vs Personnel Functions
 HRD or Human Resource Development is a term used to describe the formal methods that are formulated for managing the employees of an organization. The human resource manager performs three important functions such as staffing, compensation, and benefits. Personnel functions is a traditional approach employed for managing the individuals and it concentrates mostly on the staff welfare, personnel administration, and labor relation.
The main points of difference between HRD and Personnel functions are as follows:
- Personnel functions are workforce-oriented and mainly directed towards the employees of the organization like recruiting and training them, arranging for compensation, explaining the expectations of management, and justifying the actions of management. On the other hand, HRD is resource-oriented mainly directed at the management related to devolving HRM’s responsibility to the line management.
- Though personnel management is a management function it cannot be identified completely with the interests of management because it becomes ineffective when the aspirations of the workforce are not understood properly.
- Personnel Management functions are operational in nature and primarily concerned with performing the day-to-day management functions, while HRD is strategic and is mainly concerned with helping an organization in gaining competitive advantage.
- HRM is much more proactive when compared to Personnel functions. While personnel management is maintaining the administrative and personnel systems, HRD is related to forecasting the organizational needs and continuous monitoring of the personnel systems for meeting the present and future needs.
- Personnel management focuses primarily on the normal activities like employee recruitment, hiring, training, compensation but HRD focuses on considering the employees as valued assets to the organization that should be used, valued, and preserved.
- In Personnel Management, the negotiations happen on collective bargaining but in HRD, there is no scope for collective bargaining because a separate contract is there regarding every employee.
- In personnel functions, the decision-making process is slow compared to HRD.
Human Resource Development is an extension of Personnel functions, which removed the limitations of Personnel Management. It is highly important for every organization to put the interest of the employees forward. These days, it is a challenging job to maintain as well as retain good employees in an organization because they know their rights completely and they cannot be treated like machines.
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