Human Resource Management

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Contemporary Human Resource Management (HRM) is a organizational function that encompasses recruiting, motivating and retaining people. It focuses on the people aspect, in order to ensure that the employees are used in an effective and efficient manner to accomplish organization’s objectives. It is done through a set of well-designed management systems.
Traditional personnel, administration, and transactional roles of HRM are being outsourced increasingly. HRM’s main role is to zoom into how employees can be utilized strategically and impact the business with measurable. HRM focuses on strategic direction and HRM metrics and measurable to demonstrate value. Effective HRM enables employees to contribute to the overall company direction, goals and objectives in an effective and productive fashion.
In this assignment, we should look into the major changes that HRM had undergone in terms how its functions, objectives and delivery, from Personnel Management (PM) to its current form.

Personnel Management (PM) vs Human Resource Management (HRM)
HRM derives its origin from the practices of the earlier PM, which assisted in the management of people in an organization setup. It is important to highlight the key differences between PM and HRM. In the nutshell, PM is an operational role, majority on administrative duties and record-keeping tasks. Not only to ensure fairness in the terms and conditions of employment, companies had who adopted PM, need to manage the personnel activities by department level individually. It is believed that by doing the abovementioned will aid the company in achieving its organizational goals successfully.
HRM zoom in to the people strategies, integrating it with company’s corporate strategies, an...

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...s an important portion in the organization, which is highly integrated with the core strategy. PM is typically held responsible by the company’s personnel/manpower department. In HRM, all managerial level of the organization is involved with a collective aim, where personnel issues are being taken care of by managers of the respective departments, who are trained with the necessary skill set.
As motivations, PM offers employees with extrinsic rewards like compensation, bonuses, rewards, and the reduction of work responsibilities. From the PM point of view, by rewarding an employee will motivate him to perform better at work. On the other hand, HRM consider that by performing better will lead to a happier employee instead. With HRM, working in groups, overcoming challenges with effective strategies, and job creativity are considered to be the main motivating factors.
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