Resource management essay
Commitment is one of the factors of human resources management policy for an effective organization. Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted advertisements and job descriptions:. Personnel management is traditional, routine, maintenance-oriented, administrative function whereas human resource management is continuous, on-going development function aimed at improving human processes.
HRM is, in theory at least, integrated in to strategic planning, as Hendy and Pettigrew , p. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel Management is built on a legally constructed exchange, dealing with payroll, complying with employment law, and handling related task.
In this sense, concept of the employee commitment lies at the heart of any analysis of HRM. Personnel management is an independent function with independent sub-functions.
Conclusion of Challenges of HRM (Human Resource Management) Essay
Human resource management follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and interfaces. HRM is described as much broader in scope than personnel management. A primary goal of HRM is to enable employees to work with a maximum level of efficiency. The HRM paradigm explicitly emphasizes the importance of learning in workplace.
That is different from personnel management which can be described as reactive. It implies passive connotations, providing a response to demands and concerns as they are presented. Personnel management is often considered an independent function of an organization.
Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organizations personnel department. HRM overall focuses heavily on the individual and the way in which individuals might be motivated and managed to achieve individual and organizational goals. Human resource management considers work groups, challenges and creativity on the job as motivators. Personnel management typically seeks to motivate employees with such things as the simplification or work responsibilities, compensation, rewards and bonuses.
Human resource management holds that improved performance leads to employee satisfaction. The role of workplace trade union representatives and the collective aspects of relations between the workforce and management are marginalized. In the other hand, personnel management considered that satisfaction was the cause improved performance.
Nowadays people do care more about their occupations. The markets become wider and more competitive. People take working environment, benefits, personnel strategies or policies of a company into account when they are considering for their jobs. Personnel Management may be very profitable for the company but people working in that company or organization then suffer and the thoughts of jumping will come.
The cost of turnover and training the new one will automatically go up. Employees feel unhappy, unsatisfied with their jobs, their company then the effectiveness will go down. Human resources management, on the other hand, will help the company to be more ethical and sustainable than Personnel Management does. Ethics and Sustainability have now become very important factor in a business success of a company. Good example is Google.
From the beginning, they were a small company and they had been developing through years and when they became one of the biggest technological companies on earth, made a profit of billions per year, then they started to shine their image and brand by adopting soft method of HRM into business. One thing that those companies had in common was an extremely strong culture of caring that places great emphasis on the importance of the people working there. They are values our people every day and help guide the decisions we make. In addition, Wegmans promotes a positive, quality-focused work environment by providing employees with comprehensive training and development opportunities, a long list of financial and family-oriented benefits and perks, and regular feedback regarding individual, store, and company-wide performance.
The results are obvious. Wegmans enjoys an amazingly low employee turnover rate of 8 percent in an industry that average 50 percent. Clearly, this culture of caring is not only good for employees, but it is also good for business. Employee retention is directly related to profitability Simons and Hinkin , and the costs associated with employee turnover can be significant Hinkin and Tracey ; Tracey and Hinkin Human Resource Management actually is the specialization of personnel management due to the changes of society and the labour market. Every company, organization having HR department or division means that they already practice the personnel management.
It depends on each company that which way and how they want their image to be. Human Resource Management is now playing a role of both personnel management and marketing.
By creating the good impression for the workforce, people will respect and know more about the company. Especially in the hospitality industry where people interact through services, employees will serve the guests better if they themselves get well treated from the company.
This is fundamental reason why Marriot is on the list of best employers for years. Personnel Management and Human Resource Management are both methods of labour force management.4840.ru/components/handy-orten/mov-iphone-8.php
Essay on Human Resource Management (HRM)
Even though they have obvious differences in practicing but people still get confused of using these terms. For personnel manager, planning means the determination in advance of personnel programme. Planning is concerned about present manpower positions, what number and kind of people are required for the organization. After the establishment of organizational goals and objectives, human resource manager must design and develop organization structure to carry out the various operations.
Organization involves identification and grouping the activities to be performed and dividing them among the individuals and creating authority and responsibility relationships among them. Directing as a managerial function involves building sound industrial and human relations among people working in the organization. The direction function of the personnel manager is meant to motivate and guide the people to achieve organization goals. The employees can be motivated through salary administration, career planning, provision of health and safety requirements etc.
Controlling function is concerned with regulation of activities in accordance with the personnel plans.
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It includes checking, verifying and comparing actual with the plans, identifying deviations if any and correcting them. Auditing, training programmers, analysing, labor turnover records, conducting separate interviews are some of the means for controlling the personnel management function. Operative functions are those functions which are usually delegated to the human resource department as these require specialized skills and knowledge in their performance.
All these operative functions are interacted by managerial functions. Further these functions are to be performed in conjunction with management functions. It is the first operative function of HRM. Employment is concerned with securing and employing the people possessing required kind and level of human resources necessary to achieve the organizational objectives. It covers the functions such as job analysis, human resources planning, recruitment, selection, placement and induction.
It is the process of study and collection of information relating to the operations and responsibilities of a specific job. Collection of data, information, facts and ideas relating to various aspects of jobs including men, machines and materials. Preparation of job description, job specification, job requirements and employee specification which help in identifying the nature, levels and quantum of human resources. It is a process for determination and assuring that the organization will have an adequate number of qualified persons, available at proper times, performing jobs which would meet the needs of the organization.
It is the process of seeking and attracting prospective candidates against a vacancy in an organization.
After having determined the number of persons required for different jobs and requirements of different jobs, the recruitment process will begin. The term recruitment may be defined as the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Selection is the process of identifying and establishing the credentials of a candidate for a job to ensure success. Both recruitment and selection are the two phases of the employment process. Recruitment comes first and is followed by Selection. This process aims to train and develop employees to improve and update their knowledge and skills, so as to help them perform their jobs better.
The process also includes developing the attitudes, beliefs and values of the employees to match the organizational needs. It is the process of evaluating the performance of an employee on the job and developing a plan for improvement.
Training is the systematic development of the knowledge, skills and attitudes required to perform a job. After the employee is selected, the most important part of human resource program is to impart training to the employee. Training plays a significant role in human resource development. Human resources are the life-blood of any organization.
Only through trained and efficient employees, the organization can achieve its objectives. Since training involves time, effort and money by an organization, so an organization should carefully design its training program. The objectives and need for training should be clearly identified and the method or type of training should be chosen according to the needs and objectives established.
Training is necessary both for existing and new employees. It increases the skill of the employees. As the technology is changing at as fast pace, so employees must learn new techniques to make use of advanced technology.