SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION SCHOOL TERM : 3rd Semester, AY 2019-2020 PROFESSOR : Dr. Ladislao Marcelo PhD STUDENT : Dr. Rosemarie S. Guirre ASSIGNMENT/ACT: #1 *********************************************************** 1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different? 2. Which one will you suggest to your personnel managers as the head on an organization?

1. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 1 of 7

2. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 2 of 7
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd
Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT : #1
1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and
Strategic Human Resource Management (SHRM) different?
Different approaches that employers adopt to manage people or employee in the company, the Personnel Management (PM), Human Resource
Management (HRM) and Strategic Human Resource Management (SHRM). Although both the management seem to be involved in same
organizational activities, the difference is in the way those activities are approached and operated. For more detailed information regarding
differences between Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM),
please check the table below.
BASIS FOR COMPARISON
PERSONNEL MANAGEMENT
(PM)
HUMAN RESOURCE
MANAGEMENT (HRM)
STRATEGIC HUMAN
RESOURCE MANAGEMENT
(SHRM)
MEANING The aspect of management that
is concerned with the work force
and their relationship with the
entity is known as Personnel
Management.
Human resource management
(HRM) implies the governance of
manpower of the organization in a
thorough and structured manner.
The branch of management that
focuses on the most effective use
of the manpower of an entity, to
achieve the organizational goals is
known as Human Resource
Management.
SHRM is a managerial function
which implies framing of HR
strategies in such a way to direct
employees efforts towards the
goals of organization.
The practice of attracting,
developing, rewarding, and
retaining employees for the benefit
of both the employees as
individuals and the organization as
a whole.
ACCOUNTABILITY Personnel Recruitment
Staff Specialist
Cost center
HR Specialist
Investment center
Line Managers and HR Specialist
APPROACH Traditional Fragmented
Modern
Integrated

3. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 3 of 7
BASIS FOR COMPARISON
PERSONNEL MANAGEMENT
(PM)
HUMAN RESOURCE
MANAGEMENT (HRM)
STRATEGIC HUMAN
RESOURCE MANAGEMENT
(SHRM)
BASIC FACTOR People and Character Capital, products, technology and
finance
People, knowledge, skills and
abilities
BASIS OF PAY Job Evaluation Performance Evaluation Performance Evaluation
BENEFITS • Disciplined employees
• Increased production
• Committed human resource
• Readiness to change
• Increased production
• Increased profit
• Quality of work life
• Increased job satisfaction.
• Better work culture.
• Improved rates of customer
satisfaction.
• Efficient resource
management.
• A proactive approach to
managing employees.
• Boost productivity
CHANGE Enumerate Fundamental
Changes
Follows change Initiates change
COMMUNICATION Indirect Direct Direct
COMMUNICATION Communication is limited, or even
restricted.
Communication is open. Communication is open.
CONTROL Recruitment Stringent control over employees
Bureaucratic
It exhibits leniency.
Organic
DECISION MAKING Slow Fast Fast
EMPHASIS It emphasizes on adherence of
rules and regulations and their
implementation.
It emphasizes on combination of
human energies and
competencies.
Implementation of value-added
responsibilities

4. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 4 of 7
BASIS FOR COMPARISON
PERSONNEL MANAGEMENT
(PM)
HUMAN RESOURCE
MANAGEMENT (HRM)
STRATEGIC HUMAN
RESOURCE MANAGEMENT
(SHRM)
FOCUS Primarily on mundane activities
like employee hiring,
remunerating, training, and
harmony.
Efficient management is given
priority.
Manpower management
Treat manpower of the
organization as valued assets, to
be valued, used and preserved.
Human values and individual
needs are given priority.
Employee Relations
Organization's human resource
program with long term objective
Partnership with Internal and
External Groups
FUNCTION Personnel administration, labor
relation and employee welfare are
major functions of personnel
management.
Personnel administration, labor
relation and employee welfare are
major functions of personnel
management.
Identify Key HR areas to improve
the overall employee motivation
and productivity
INITIATIVES Piecemeal Integrated Fast, Flexible and Systematic
INTEREST Organization’s interest is valued
the most.
Interest of organization and
interest of employee is
harmonized.
Interest with the other department
of the organization.
JOB DESIGN Division of Labor
Jobs are designed on the basis of
division of labor.
Groups/Teams
Jobs are designed on the basis of
teamwork.
Focused
Team Captain / Coach
Broad
MANAGEMENT ACTIONS Procedure Business needs Long run and globally
MANAGEMENT ROLE Transactional Transformational Strategic Business Partners
NATURE / APPROACH
ORIENTATION
Reactive
It is a routine function
Reactive
It is a Strategic Function
Proactive
Business Oriented Result

5. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 5 of 7
BASIS FOR COMPARISON
PERSONNEL MANAGEMENT
(PM)
HUMAN RESOURCE
MANAGEMENT (HRM)
STRATEGIC HUMAN
RESOURCE MANAGEMENT
(SHRM)
OBJECTIVE It manages people in accordance
with organization’s goal.
It determines human resource
needs and formulate policies by
matching individual’s needs with
organization’s needs.
To develop strategic
competencies
ORIENTATION It is discipline, direction and
control oriented.
It is development oriented. It
provides space for employee
involvement, performance and
growth.
Attracting, developing, rewarding
and retaining employees.
PERSPECTIVE It regards people as basic input to
make desired output.
It regards people as strategic and
valuable resource to make desired
output.
focus on the alignment of people
into work teams
RESULT Organizational goal is achieved
and employers are satisfied.
Organizational goal is achieved
and both employers and
employees are satisfied.
The harmonization of the
organizational policies for making
significant contribution towards the
improvements in the
team effectiveness and
collaboration among the
diverse team members
SCOPE Employment, Training,
Development, Promotion,
Compensation and Job
Evaluation of the Employees
Concerned with employee
relations
Concerned with internal and
external relations
TIME HORIZON Long Term Short term Consider Various Time
TREATMENT OF MANPOWER Machines or Tools Asset Asset
TYPE OF FUNCTION Routine function Strategic function Effective and Strategic Function
REFERENCES:
Andersen, K. K., Cooper, B. K. and Zhu, C. J. (2007). The effect of SHRM practices on perceived financial performance: some initial evidence
from Australia. Asia Pacific Journal of Human Resources, vol. 45.
Priya Ashok (2017). Personnel Management v/s Human Resource Management. Education.SlideShare.

6. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 6 of 7
Sheetal Wagh (2017). Strategic Human Resource Management (SHRM). CC Attribution-ShareAlike License
Surbhi S. (2018). Difference Between Personnel Management and Human Resource Management. Key Differences. KeySight Technologies.
Surbhi S. (2018). Difference Between Human Resource Management and Strategic Human Resource Management. Key Differences. KeySight
Technologies.
Zorlu S. (2009). Managing the human resource in the 21st century. Zorlu senyucel & ventus publishing.
URL Link:
https://www.slideshare.net/PriyaAshok9/personnel-management-vs-human-resource-management?qid=3b4b8528-e1b0-4f84-961a-
7770eeeb8473&v=&b=&from_search=2
https://www.slideshare.net/sheetalgwagh/strategic-human-resource-management-shrm
https://keydifferences.com/difference-between-hrm-and-shrm.html
https://keydifferences.com/difference-between-personnel-management-and-human-resource-management.html?unapproved=42193&moderation-
hash=26380b471b6932331c7a066012e67532#comment-42193
2. Which one will you suggest to your personnel managers as the head on an organization?
If I would be the head of BPC where I am working now, after the gathered comparison between HRM and SHRM I would strongly suggest to my
personnel manager to implement the SHRM. From the viewpoint of 21st century, the globalization has many implications for the institution that may
entail the diversity of cultures. The today’s era has to mount the expertise, mind set and capabilities that are needed to gain competitive edge on
global scale. I will recommend that the institution must put efforts to align the HR processes efficiently with institutional goal on broader perspective.
Last but not the least, HR must be on a continuous look out for creativity and innovation as it is known to be the key to success.
In 21st century, the institution may experience many challenges like; change management, conflict management, managing multi-generational
workforce, managing 5R’s, workforce diversity, globalization, striking work life balance, succession planning etc. It is my responsibility as a head to
increase the institution efficiency and effectiveness by adding value and gaining competitive edge over the other institution for a long-term survival
in complex and highly uncertain market education following the mission, vision and goal of Bulacan Polytechnic College.

7. PhD STUDENT : Dr. Rosemarie S. Guirre EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
PROFESSOR : Dr. Ladislao Marcelo Page 7 of 7