Human resource management (HRM) and project management (PM) are two distinct fields that share a number of similarities. Both HRM and PM involve the planning, organizing, and controlling of resources in order to achieve specific goals and objectives.
One key similarity between HRM and PM is that both involve the effective use of resources. In HRM, this means ensuring that the right people are in the right roles and that they have the necessary skills and knowledge to perform their jobs effectively. In PM, it means effectively allocating resources such as time, money, and materials in order to complete a project on schedule and within budget.
Another similarity between HRM and PM is that both involve the establishment of clear goals and objectives. In HRM, this might mean setting targets for employee performance or establishing long-term plans for the development of the organization's human capital. In PM, it means setting clear project goals and establishing a plan for achieving them within a specific timeline.
Both HRM and PM also involve the monitoring and evaluation of progress towards goals. In HRM, this might involve tracking the performance of individual employees or teams, and using this information to identify areas for improvement. In PM, it means regularly reviewing the progress of a project and making any necessary adjustments to ensure that it stays on track.
Another similarity between HRM and PM is that both require strong communication skills. In HRM, this means effectively communicating with employees and stakeholders in order to ensure that everyone is aligned and working towards the same goals. In PM, it means communicating with team members, clients, and stakeholders in order to keep everyone informed about the progress of a project and to address any issues that may arise.
Overall, HRM and PM share a number of similarities in terms of their focus on the effective use of resources, the establishment of clear goals and objectives, and the importance of strong communication skills. Both fields require the ability to plan, organize, and control resources in order to achieve specific outcomes, and both require a strong focus on continuous improvement and progress tracking.
Difference between Human Resource Management and Personal Management
Its success depends upon the successful application of a two-step process: first plan and then produce. McLean and Weitzel, Leadership, Magic, Myth or Method? Soft and hard approaches are very contrasting especially when implementing a single approach. Upper Darby, PA: Project Management Institute, pp. Effective teamwork is the by-product of good leadership. Workplace Diversity and Inclusion Despite increased efforts, many companies currently fall short of providing equal opportunities for underrepresented groups. However, we also found that the Personnel Management and the Human Resource Management have their own way of management even though they have the same objectives. .
Comparison of HRM and PM
HRM is concerned with all managers and employees. It is an executive suite role that involves strategic leadership in aligning every aspect of human resources, from personnel development to benefits administration, with core business objectives. Subway already emphasises the importance of teamwork however this can always be improved and develop for example by the use of team building workshops. With these three components, HRM was readily available for the companies to apply. For instance, a broader view that all expatriate employees should receive special benefits such as health insurance and expatriate premium for taking on international assignments. However, in order for them to adapt to the changing dynamic environment, they could improve and develop some of their procedures. It shows an interconnection between different environmental forces political, economical, cultural , business structure and strategy and HR policies and practices.
Similarities between Personnel Management and Human Resource Management
They have the same range of selection, analysis, training, rewarding, performance management, and management development PM and soft version of HRM have the same view of having important communication within an employee relations system. This is also very important for us to acquire the knowledge which we will definitely need for our future undertakings in the working industry. It's a comparison between Human Resource Management and Personnel Management since there is quite a lot of confusion in understanding these two terms. However, differences between the two are mainly due to the complexity of operating in several countries and having different cultural background employees. However, Personnel Management is defined as an administrative discipline of hiring and developing employees so that they become more valuable to the organization.
Similarities Between Human Resource Management and Personnel Management
Theorists tried to answer these questions by identifying similarities and differences between two approaches of people management. For Personnel Management however, it includes procedures, consistency and audit, which mean that Personnel Management will usually need to take a look and let the employees know their responsibilities of the team or department, and they will also need to think about the emotions of their employees for example, how can they do or what are they thinking about their job. Beardwell and Claydon Model 2007 In contrast, Beer and Spector 1985 , Guest 1987 and Storey 1992 compared the models and identified several points of difference which are summarised in a single model developed by Beardwell and Claydon, 2007, p. They work as liaisons between managers and employers to address issues and resolve conflicts. Rather, they should be the architects and leaders in the development of competitive organisational social systems. The primary objective is, of course, to meet project objectives. Conclusion Similarities between DHRM and IHRM are referred to the major functions and activities, which normally including HR plan, recruitment, people management, performance evaluation, compensation, training and development, industrial relations and motivation.
