Overview

personnel management


'personnel management' can also refer to...

personnel management

personnel management

personnel management

personnel management

personnel management

personnel management

Institute of Personnel Management

Institute of Personnel Management

Plus ça Change: Public Management, Personnel Stability, and Organizational Performance

GREGORY, Peter Roland (born 1946), JP; Director, Personnel, Management and Business Services, subsequently Personnel and Accommodation, National Assembly for Wales, 2000–03

The Role of Procedural Justice in Public Personnel Management: Empirical Results from the Department of Defense

LOWRY, John Patrick (1920 - 2001), President, Institute of Personnel Management, 1987–89

GIELGUD, Lewis Evelyn (1894 - 1953), Head of Bureau of Personnel and Management, UNESCO, since 1951

RAMSEY, Robert John (1921 - 1986), President, Institute of Personnel Management, 1981–83

Safety management of nuclear medicine personnel with visualisation of air dose rate

Personnel Management Reforms in Japanese Supermarkets: The Positional Warfare and Limited Assimilation of Conversational Communities

Optimal design of an internal monitoring program for personnel in the Chornobyl exclusion zone radwaste management industrial complex

THOMAS, David Emrys (born 1935), management and personnel consultant, 1991–2001; Member, Local Government Commission for England, 1992–98

TAYLOR, Brian Arthur Edward (born 1942), Director General, Civilian Personnel (formerly Assistant Under-Secretary of State, Civilian Management), Ministry of Defence, 1996–2001

 

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Quick Reference

Is a term that can be used in at least three ways. First, it can refer to the management of people within organizations, including recruitment and selection, training and employee development, appraisal and reward, discipline and dismissal, and employee involvement and participation. As such, personnel management can form part of virtually all management jobs. Second, it can refer to the specialist group of personnel managers who concentrate on the development of personnel management policy and practice. In this sense, it describes a management occupation. Third, it can refer to a particular approach to the management of people that is contrasted, usually unfavourably, with human resource management. In this case, personnel management, unlike HRM, is operational rather than strategic, bureaucratic rather than flexible, and collectivist rather than individualist. Comparative analysis of prescriptive models of personnel management and HRM, however, indicates that there is very little significant difference between them.

Subjects: Human Resource Management.


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