Each department may have some specific functions assigned to them. For example, IT department always focus more on the IT functions of the company whereas HR department concentrates on recruitment, retention and development of manpower necessary for the organization.
Because of the huge differences in the nature of the jobs undertaken, each department may work in a particular manner within the organizational framework. In other words, it is difficult for the HR department to function same way like the IT department. Management styles and work schedules in both these departments could be different even though these departments are functioning in the same organization. This paper briefly analyses the differences between managing an IT department and a HR/Personnel department in an organization.
According to Kahuna (n. d), “an IT department is just like an army, which needs a good and functional command system”. In his opinion, apart from the talented employees, an IT department requires suitable leadership that is capable of completing the job in time. He has also pointed out that “slapping a title on someone and thrusting them into fire is no more effective in leading employees in an IT department (Kahuna, p.1). Many of the IT professionals, working in IT departments may have good technical skills, but many of them don’t have good management skills. It is not necessary that a good computer programmer or a system administrator might be a good manager. Organizations, when they appoint professionals for the IT department, focus only on the technical skills of the person rather than his management skills. But, most of the IT jobs require good management skills also apart from the technical skills. For example, teamwork is encouraged in IT departments nowadays. In order to function effectively in a team, an IT professional needs good