Personnel management acts as the kernel of HRM. It can be stated that HRM is built from the managing employees. The core concept of the management of staff is to get work done from an employee for the salary given. Employees were not granted that much importance in the decision-making system during the Personnel Management period and were not permitted to communicate with higher management. Personnel management restricted to factories and the personal manager's primary concern was to see if everything met with labor laws or ...
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Personnel management acts as the kernel of HRM. It can be stated that HRM is built from the managing employees. The core concept of the management of staff is to get work done from an employee for the salary given. Employees were not granted that much importance in the decision-making system during the Personnel Management period and were not permitted to communicate with higher management. Personnel management restricted to factories and the personal manager's primary concern was to see if everything met with labor laws or not, not much importance was put on employee morale. Employees were only viewed as resources, the organization's responsibility, in addition to being seen as expense & expenditure to the business rather than capital and future asset. The most widely used staff officers are punitive rather than versatile and cooperative with staff. Employee nurturing was not a concern for staff managers and the opinion of workers was overlooked, meaning employee managers rather than recognizing the situation they used to be punitive if the employee made any mistake. (Tutar et al. 2020). Viewpoint of HRM is that, workers are company's most important resources and they regard their employees as value of assets for their organization. In comparison to personal management, empowering workers is a fundamental aspect of HRM. The core notion of managing human resources is seeing what should be provided to an employee to extract the desired job. Employee engagement in decision-making is often welcomed by HR managers and their opinions are most respected. Employee versatility in job and health is an important aspect for HR executives and they show more importance about employee problems. New regulations and enhancement approaches are well supported and easy to enforce by the Hr Manager. The key difference between staff management and human human resources management was the incorporation and strengthening of information technology into HR process and functions for better productivity and time savings. Artificial intelligence and Robots take over many HR roles, ranging from recruiting of staff, research, interviewing and many more.
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