What are the differences and connections between personnel administration and human resource management?

There is still a big difference between the two.

First of all, human resource management takes "people" as the core, regards people as "capital", emphasizes a dynamic and psychological adjustment and development, belongs to "service center", and the starting point of management is "people-oriented" to realize the systematic optimization of people and things. The traditional personnel management takes "things" as the center, regards people as a kind of cost and a kind of "tool", emphasizes the static control and management of "things", belongs to the "power center", and its management form and purpose is to "control people".

Secondly, human resource management, as an important part of enterprise management strategy, covers all aspects of organizational construction, cultural construction and system construction. Through the integration of corporate culture strategy, organization and system, we can ensure the implementation and realization of corporate strategy and promote the long-term stable growth of enterprises. Traditional personnel management is an auxiliary department of enterprises, whose main job is to be responsible for daily work such as attendance, assessment, archives and contract management.

Thirdly, human resource managers analyze and diagnose the current situation of human resources from the perspective of enterprise strategy, provide various valuable human resources-related data for decision makers accurately and timely, assist decision makers to formulate specific human resources action plans, and support the implementation and realization of enterprise strategic objectives. Traditional personnel management can only stand in the perspective of departments and consider the standardization of personnel and other related work.

Traditional personnel management and human resource management have different management meanings.

China's traditional personnel administration takes "things" as the center, focusing on control and management, mainly engaged in the management of archives, wages and benefits, and exercising simple business functions, while human resource management is a new discipline and skill developed on the basis of traditional personnel management, with "people" as the core and people as resources, and human resources have been upgraded to a strategic level.

To put it simply, human resource management should also develop the existing employees of the enterprise according to the development strategy of the enterprise, introduce the employees needed by the enterprise, and reserve suitable talents for the enterprise at different development stages. And through assessment, salary and career planning to encourage employees to make more contributions to the enterprise, the key work is to develop and motivate employees. At the same time, through reasonable management, human resources can be lean and efficient, and the maximum use value can be obtained.

Human resource management has five functions: acquisition, integration, development, motivation and control. This is beyond the traditional personnel management. It is embodied in seven modules: human resource planning, personnel recruitment, career planning, performance management, training, salary and labor relations management. Each module is independent and organically combined. For example, career planning is closely related to performance management and training. The promotion or demotion of employees' positions, the transfer and conversion of positions should be combined with their performance appraisal results and relevant training should be carried out.

Personnel administration: it focuses on the daily work such as employee attendance, archives and contract management, and is generally positioned as the logistics service department of enterprises and institutions.

Human resource management (HRM): using modern scientific methods and combining with certain material resources, we should train, organize and allocate human resources reasonably, so as to keep the best ratio between human resources and material resources, and at the same time, we should properly induce, control and coordinate people's thoughts, psychology and behavior, give play to people's subjective initiative, and make people make the best use of their talents, get the right people and achieve organizational goals. In short, it refers to the process of acquiring, integrating, motivating and controlling human resources.