HRM vs. Management of People

Attribute	HRM	Management of People
Focus	Employee-centric	Task-centric
Approach	Strategic	Operational
Scope	Broader	Narrower
Responsibilities	Overall management of workforce	Day-to-day supervision and coordination
Integration	Integrated with organizational goals	Part of organizational structure

Introduction

Human Resource Management (HRM) and Management of People are two essential components of any organization. While they both deal with managing employees, there are distinct differences between the two. In this article, we will explore the attributes of HRM and Management of People to understand their unique roles and responsibilities within an organization.

HRM

HRM is a strategic approach to managing employees within an organization. It involves recruiting, training, and developing employees to ensure they are performing at their best. HRM also deals with employee relations, compensation, and benefits. One of the key functions of HRM is to create a positive work environment that fosters employee engagement and productivity.

• Recruiting and hiring employees
• Training and development programs
• Employee relations
• Compensation and benefits
• Creating a positive work environment

Management of People

Management of People focuses on the day-to-day supervision and direction of employees. It involves setting goals, providing feedback, and resolving conflicts within the team. Managers of People are responsible for ensuring that employees are meeting their performance targets and contributing to the overall success of the organization. They play a crucial role in motivating and inspiring their team members to achieve their full potential.

• Setting goals and objectives
• Providing feedback and coaching
• Resolving conflicts
• Monitoring performance
• Motivating and inspiring employees

Key Differences

While both HRM and Management of People are essential for the success of an organization, there are key differences between the two. HRM focuses on the strategic aspects of managing employees, such as recruitment and training, while Management of People deals with the day-to-day supervision and direction of employees. HRM is more concerned with creating policies and procedures that support employee development, whereas Management of People is focused on implementing those policies and ensuring that employees are meeting their performance targets.

Similarities

Despite their differences, HRM and Management of People share some similarities. Both are concerned with managing employees to ensure they are performing at their best. They both play a crucial role in creating a positive work environment that fosters employee engagement and productivity. Additionally, both HRM and Management of People are responsible for resolving conflicts and providing feedback to employees to help them improve their performance.

Conclusion

In conclusion, HRM and Management of People are two essential components of any organization. While HRM focuses on the strategic aspects of managing employees, such as recruitment and training, Management of People deals with the day-to-day supervision and direction of employees. Both are crucial for the success of an organization and play a vital role in creating a positive work environment that fosters employee engagement and productivity.