Nguyen Thu Trang – A1 – High Quality Class – BBA – K45 - FTU

                                   

                                         QUESTIONS AND ANSWERS

  1. What is the difference between Personnel Management and Human resource Management? Evaluate the development of Vietnamese companies in this area.
  • The difference between Personnel Management and Human Resource Management

Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions.

For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.

When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Personnel management can include administrative tasks that are both traditional and routine.

By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function.

Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities.

From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

  • Evaluate the development of Vietnamese companies

Vietnam, after joining WTO, has faced both opportunities and challenges. We have to put more attention in developing economy. As we all know, “people” is always a key factor in any enterprises. Without talented staffs, a company can’t compete with others in an interesting business environment like Vietnam. Therefore, HRM (Human Resource Management) has developed very fast in our country. In addition, when all the world are facing a economic crisis, the attaining and retaining talented people in your company is much more important. Thus, I can say that HRM is the key developing factor in Vietnam. In next few years, this area will be paid the most important attention.

  1. Why is the HR department playing a more significant role in organizational strategic planning processes today than it did 20 years ago?
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HRM has not been paid enough attention in the past because at that time, enterprises want to focus more on production than human relations. However, today, the world is changing so fast, which leads to the relative change in managers’ view. Working conditions, social patterns, and the division of labor are significantly altered. A new kind of employee – a boss, who wasn’t necessarily the owner, as had usually been the case in the past – become a power broker in the new factory system. With these changes also came a widening gap between workers and owners. It means if ...

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