HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

Differences Between Personnel Management And HRM

Personnel management is seen as the more functional focus of administering policies and procedures for recruitment, training, wages and salary administration for employees. HRM is seen as having a strategic focus for the business. To be successful in HRM an organisation needs to make the move from personal management to HRM. In other words from a reactive model to a proactive one.

The following table summarises the differences: Personnel management

Human resource management

Functional

Strategic

• • • • • •

• • • • • •

Short-term focus

Long-term focus

Maintenance

Development

Polices and programmes Rules and procedures Conflict institutionalised

Whole organisation Values and mission Teamwork emphasised

Managers are typically concerned with answering the following questions: • Have I got the right number of staff? • Have my employees got the skills and experience to do the work assigned? • Have I provided the resources so staff can do the work assigned to them? • Are my staff effectively managed and motivated?

The Human Resources Institute of New Zealand has identified nine competencies that they consider cover an HR spectrum.

The nine core areas of competence are:

1. Leading the Human Resources Function (for HR specialists) 2. Human Resources Planning and Staffing 3. Learning, Training and Development 4. Employment Relations 5. Remuneration and Benefits

6. Safety, Health, Welfare and Support 7. Systems and Information Management 8. Performance management 9. Change Management

For further information on the HR Institute go to the following website: www.hrinz.org.nz

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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