Scope and Practice of Human Resource Management

Scope and Practice of Human Resource Management

Length: 1410 words (4 double-spaced pages)

Rating: Excellent

Open Document

Essay Preview

More ↓
Scope and Practice of Human Resource Management

Question 1

Personnel Management and Human Resource Management (HRM) are very similar and many would say interchangeably, for example on help-wanted adverts or in job descriptions (.....). However this is not entirely true, although the difference may be very subtle they are slightly different.
Personnel Management is defined as the “Administrative discipline of hiring and developing employees so that they become more valuable to the organisation” ( One of the defining features of personnel management is the tendency for personnel practise such as recruitment, payroll management and training to be structurally and procedurally separated from each other (.......).
Human Resource Management (HRM) is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal....” ( HRM of an organisation is responsible for the move ‘overall’ management of the workforce in the organisation, i.e. coordinating the ‘activities’ of staff.

How to Cite this Page

MLA Citation:
"Scope and Practice of Human Resource Management." 15 Dec 2018

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

The Resource Management Act of New Zealand Essay

- Natural and physical resources are of significant importance to the New Zealand economy and its people. For this reason correct resource management is important to New Zealand. The current system used for resource management in New Zealand is the Resource Management Act (Parliamentary Council Office, 2014). The purpose of this document is to promote sustainable management of resources, both natural and physical, as New Zealand’s primary legislation on environmental management (EM). However, since the RMA was passed it has faced significant resistance due to mainly being expensive and overly-time consuming....   [tags: natural and physical resources policies]

Research Papers
1382 words (3.9 pages)

Project Management and Human Resource Managment Essay

- Project Management A project may be defined as a one-shot, time-limited, goal-directed, major undertaking, requiring the commitment of varied skills and resources. A project has also been described as "a combination of human and nonhuman resources pulled together in a temporary organization to achieve a specified purpose." A project has a single set of objectives, and when these objectives are reached, the project is completed. Therefore, a project has a finite and well-defined life span. In addition, management must have a very clear idea as to what these objectives are so that there can be no question as to when the project is completed....   [tags: Business Human Resources HR]

Research Papers
1461 words (4.2 pages)

Industrial Relations to Human Resource Management: Disparity and Similarity

- ... Within labor relationship, PM can be seen as customary notion (pluralist), simultaneous bargaining, yet low commitment or trust, opposite with HRM (commitment, individual and unitarist). Related with management, the role of PM as professional not widely integrated upon base management. Other distinctions based on Guest (1987) lies on control system (PM use external, HRM apply individual control), organization form (PM as centralised organization, HRM more flexible), assessment requirement (PM emphasize on cost reduction, whilst HRM accentuate in human resource utilization)....   [tags: labor, negotiation, role, aspects]

Research Papers
770 words (2.2 pages)

The Meaning of Strategic Human Resource Management Essays

- ... AIMS OF STRATEGIC HRM This unit acquaints directors with the essential standards that underpin the human asset administration capacity of an association. The point of this course is to encourage the taking in of ideas and practices of human asset administration (HRM) as an instrument for making an interpretation of business methods into operational parts of HRM. This point is accomplished by looking at the connections between business procedure and HRM and a portion of the procedures utilized for workforce arranging, vital staffing, preparing and improvement, execution administration, and assessing the adequacy of the HRM capacity....   [tags: human assets, superior administration]

Research Papers
1350 words (3.9 pages)

The role of Advanced Practice Nursing (APN) Essay

- ... A client centered urinary continence service will endorse the principles of participation, sharing and exchange of information, informed decision-making and respect for choice. Services will be provided in a culturally appropriate manner that is respectful of and responsive to individual client preference, needs and values. The Continence Clinic Services will use interpreters as required, will aim to provide information/ resources in a mode and language relevant to the needs of the local community and will ensure staff competencies and skill development in the area of cultural and linguistic diversity....   [tags: patients, health care]

Research Papers
2075 words (5.9 pages)

Advanced Nursing Practice Essay

- This paper will evaluate the local, national and international drivers that have influenced the development of advanced nursing practice. The discussion will include the political, economic, social, and technological influences that have contributed to the transformation from the traditional nursing role to the numerous exciting advanced level career opportunities achievable in nursing today. Dynamics that have shaped my own current advanced nursing role will be discussed and to conclude some thoughts on the future of advanced nursing practice....   [tags: advanced nurse practitioner (ANP)]

Research Papers
1233 words (3.5 pages)

Human Resource Management: Internal Recruitment Essay

- Introduction At Tennant Company, internal recruitment has become a high priority due to increasing organizational demands related to retaining talent, shrinking talent pools of experienced individuals, and a need to better leverage our existing talent’s knowledge, skills, and abilities. Tennant was forced to scale back external hiring initiatives, as many organizations were, during the tough economic times. At Tennant, this placed metrics at the forefront our business as budgets became increasingly important at all levels throughout the company....   [tags: retaining talent, talent pools]

Research Papers
1391 words (4 pages)

The Human Resource Glossary Essay

- -a compared analogy- Human resources have become the politically correct way of addressing Earth’s most valuable resource… the human being. There is a long history of attempts to achieve an understanding of human behavior at the work place. From the early 1890, academicians and practitioners developed theories and practices in order to explain and influence the behavior of employees at the work. The Human Resource Glossary by William R. Tracey defines Human Resources as: “The people that staff and operate an organization”....   [tags: William R. Tracy Book Review Analysis]

Free Essays
989 words (2.8 pages)

Stragetic Management Essay

- Stragetic Management 1. Introductiom --------------- USQ MGT8039 Strategic Leadership S2, 2005 Study Book (p 1.11), sighted that Hoskisson, Hitt and Ireland (2004, p.37) defined strategic leadership as “the ability to anticipate, envision, maintain flexibility and empower others to create strategic change as necessary… managing through others, managing an entire enterprise rather that a functional subunit”. 2. Critical Analysis -------------------- Strategic management can be described as a process undertaken by top-level management....   [tags: Business and Management Studies]

Research Papers
3371 words (9.6 pages)

Hotel Employees’ Attitude and Participation in Environmental Management: A Case Study of Novotel Bangkok Hotel in Siam Square, Thailand.

- Thailand tourism plays an important role in its economic development and the hotel business is part of it. Tourism industry and hotel businesses are influence and supporting each other. The activities of hotel businesses are issues that had a much impact on the environment. The global warming phenomenon has been dramatically increasing. Environmental crisis has become one of the world’s most serious problems to be concerned about caused by increasing world population. People had doubled the consumption of natural resource (Webster, 2005)....   [tags: Hospitality Management, global warming]

Research Papers
3791 words (10.8 pages)

The main differences between PM and HRM I believe are that HRM is broader in scope and tends to be an integral or necessary part of overall company function and strategy than Personnel Management which tends to be more routine and a narrower scope that is to be considered a more independent function of an organisation. Personnel management is more related to the sole responsibility of the organisations personnel department within a company, whereas HRM is involved with all of an organisations managers and personnel. I also believe that the motivation factor can become confusing when distinguishing between Personnel Management and HRM, as far motivating goes Personnel Management typically seeks to motivate employees in such ways as compensation, bonuses, rewards etc however HRM provides the motivation by improving job performance this as far as HRM goes will lead to employee satisfaction, so alternatives like work group, effective strategies for meeting challenges and job creativity are seen as the primary motivators(.........).

Question 2

The integrated approach to HRM is used among many organisations to emphasise the need for HR managers and the others with responsibility for HR processes and practises to integrate a firms HRM into a coherent integrated system (......). These practises I mention are the activities i.e. the behaviours/actions that people take when implementing these practises carried out. Because these activities may often happen at the once, HR processes are formed structuring the practises, processes and activities into an integrated system that aims at achieving organisations needs, and ideally recognizing that there are logical practises and research informed connections between these activities and practises. When integrating a firm HR functions into a system, the HR managers need to adopt what is known as ‘systems thinking’ to ensure the coordination of all HR strategies, polices etc are integrated into a system (Horizontal Fit). This HR system is designed to help companies with advanced workplace practises including leading edge recruitment polices, performance reward programs, skill development, team based management and empowerment programs.
HRM also need to ensure the recognition that these HR activities work together in an integrated system i.e. horizontal Fit, and to recognise a clear link between HR processes, practises and the firm’s strategy for achieving its objectives (Vertical Fit) (...........).
An example of this is within McDonald’s. It places emphasis on the training and development of its employees. McDonalds aims to provide career opportunities for people to achieve their potential and offers both full and part-time career opportunities, which helps staff to combine work with family or educational commitments. McDonalds integrates its HRM in many ways one way is through job progression, this is used to encourage employees who got their first job in the company to progress to management positions. These promotions are based on the performance of the staff member, and now over half of the company's middle and senior managers have moved up from restaurant-based positions (..............).
Another example is that of Fonterra, They want to attract and develop people of the highest calibre, to challenge and to be challenged, and to be proud of their performance and of the company. (........)
To do this Fonterra have a rigorous people management process called ‘PERFORMplus’, they have a set of comprehensive tools to help develop their people right across the organisation, i.e. both managers and employees. These tools include such alternatives like career planning, performance management. Fonterra drives its performance, development, succession, talent management and recruitment processes, so when hiring/recruiting Fonterra incorporates the attributes, skills and behaviours that are most important to their success at Fonterra. The diagram shown above and to the right show Fonterra’s PERFORMplus framework and some of the tools they use as part of their people management process, and the performance objectives and values and how they link together to provide a comprehensive performance and development framework. (...........)

Question 3

When determining whether to reflect upon myself as a human asset. Human resource or Human capital many alternatives and ideas come into play, e.g. ‘do I want to be owned?’ ‘Would I prefer to be used?’
A human asset is not easily defined, but if we look into the part of the term ‘asset’ then the general asset is defined as “An item of economic value owned by an individual or corporation, especially that which converted into cash ( With that in mind, a human asset would be an employee or staff member who is an asset to the organization, i.e. an employee who brings value to the company, sometimes that the company benefits from having as an employee. However to be an asset to a firm although you feel irreplaceable and of value, the words ‘owned by...’were used therefore to be of significant value is great but to be owned by the business isn’t something that is to be taken lightly.
A Human resource is a term also used in the same context; it is the “Scarcest and most crucial productive resource that creates the largest and longest lasting advantage for an organization. It resides in the knowledge, skills, and motivation of people, is the least mobile of the four factors of production, and (under right conditions) learns and grows better with age and experience which no other resource can. (
As this definition defines being a human resource mean that you will be the most crucial productive resource that creates the largest and longest lasting advantage for an organization, so you feel like part of the company and if you are considered scarcest than you are even more important and on a higher demand. However, when we think about resources, we think about an economic factor required to accomplish an activity or as means to undertake an enterprise and achieve desired outcome. ( i.e. a factor that is used as part of an activity, that may be disposed of after its use. So you have to consider whether to be used or not.
Human Capital is more complex it’s the “The totality of experiences, intelligence and skills that are held collectively by the firms employees and which is developed over time through staffing and performance management practices, including training and development investments” ( old book). So when determining whether or not to not described as human capital, you need to think about these things, you will be considered to be measure of the accumulated financial strength of an organisation and to generate future returns above investment costs.
In summary I would prefer to be reflected upon and described as ‘Human Capital’ because to be known as capital, is something that is more prestige than a resource and asset, to be an asset is too owned and to be resource I feel is to be used. Being know as capital means that you are a part of the business and if the business fall you may too, but you belong and benefit something which is what I would like to be described as.

Macky, K (2008). Managing Human Resources. Contemporary perspectives in New Zealand. McGraw-Hill.
Macky, K. and Johnson, G. (2003) 2nd Ed., Managing Human Resources in New Zealand. McGraw Hill Inc., N.Z.
human capital. Retrieved July 21, 2008, from website:
human resource,, Retrieved July 21, 2008, from website:
Fonterra Co-operative Group, Retrieved July 19, 2008, from, website:
Biz/ed, Retrieved July 19, 2008, from, website:
Return to