The personnel Management and Human Resource management are same processes. Human Resource Management known as personal management, it is formal system for the management of the workers organization. History of Personnel Management group of people becomes an organization when they cooperate with each other to achieve same goals. But people have individual motivations, which often differ, from the corporate goals. An effective organization is one which succeeds in getting people to accept that cooperating to achieve organizational goals also helps them to achieve their own goals provided they are adequately rewarded through extrinsic and intrinsic rewards. This is achieved primarily through leadership and motivation. Employers therefore increasingly …show more content…
There is no any watertight difference between human resource management and personnel management. However, there are some differences in the following matters. Personnel management is a traditional approach of managing people in the organization as mentioned at the very beginning. Human resource management is a modern approach of managing people and their strengths in the organization. Personnel management focused on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the …show more content…
The HR function was recognized as having an important part to play in promoting a high-performance culture through practices such as rigorous recruitment and selection, employee training and development, appropriate rewards schemes and performance management, and by promoting forms of work organization that enhanced employee teamwork,New Zealand Post is one of the country’s most distinguished companies. It is now one country of New Zealand’s largest firms, directly responsible for around 10,000 employees and with a further 7,000 employed in affiliated operations throughout. The Group successfully operates a diverse and complex portfolio of businesses including banking, payment services, goods distribution and logistics, marketing and information management in addition to the traditional delivery of mail. However, the processing and delivery of domestic mail is a core function of the
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
Considering the flow of people from one place to another has been greatly impacted by globalization and technological advances, it is justified to insinuate that HRM is headed towards uncharted waters that are likely to present issues such as diversity, inclusivity, among many others that impact on employee satisfaction. The Four Seasons is a great example of an organization that has captures the spirit of globalization to reinforce its brand so as to attract and retain the right talent. This talent is acquired through a series of interviews that are mainly aimed at assessing the behavior of the interviewee. To ensure selected employees are retained, the Four Seasons employs the principle of equal opportunity for all in managing workplace diversity and to realize maximum productivity. This is further reinforced by a simplified decision-making process that emphasizes the organizations cost-benefit advantage over its competitors globally. In this regard, it is clear that HRM in the case of the Four Seasons plays an integral part in the strategic planning of the company’s businesses that enables all its facets to move in harmony towards a clear and well-defined
Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
The HRM function is meant to align employee behavior and overall, choose how a firm will compete to achieve predetermined missions and goals. Both HR and management of any organization must agree and fully understand immediate and long term goals to make them possible. For example, ASI’s HR and management team work together and thoughtfully organize, use all resources, and strive to have able staff to follow through with all strategies. HR plays a crucial role in creating this organizational strategy, as well as working with management to best accomplish it. HR serves many purposes and these functions, along with how it works with management, to make the greatest impacts it can on the company as a whole.
Human resource management refers to the processes and practices of handling and managing people i.e. the human resource within the organization usually by the management personnel so that the organization may be able to meets its set objectives.. Human Resource management (HRM) is therefore a system that not only focuses on management of human resource but also on the development of human resource. Organizational performance involves the comparison of an organization actual results against its set objectives, goals, targets, mission and vision in regards to its financial performance, shareholder value and lastly on it market performance. (Richard et al 2009). HRM greatly influences the organizational
The article is about the three modes of theorizing strategic human resource management and their applications to organizations. The articles goes into depth about the use of different theories to maximize the company’s goal by using different variables.
Family and Medical Leave Act, the Act grants employees a fully paid leave for up to twelve weeks in a year in some circumstances. This act gives employees security during trying times and allows them some job security as dictated by the government and the union they are working
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Personal Management (PM) is the outdated version of managing human resource in an organization. To resolve the conflicts of PM, a new concept was developed, which is HRM that incorporates people as the most vital resource of an organization that performs ultimately to gain competitive advantage. During 1980’s many
Human Resource Management (HRM) is a relatively new term having been coined in the 1060s.Human resources is term used to describe the individual which comprises the wrokforce of an organisation. Human resources is also the name of the fuction within an organisation charged with the overall resposibility for implementing strategies and policies relation to the managment of individuals.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Human resources management is the process of carrying out the administrative task in Personnel management.
This article reports on human resource functions and activities in the 21st century and how it should assist organizations to maintain their competitive advantage. By adding value to the organization in which it exists, HR can secure its place for the future. Global organizations are being forced to become more competitive. Globalization of markets, changing customer demands and increasing product-market competition, people and the way they are managed acquire greater importance in the 21st century. Globalized human resource management (GHRM)