Friday, October 3, 2008

Personnel Management | Human Resource Management

1. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

- The above definition is very simple but it actually summarizes everything that I have learned from class. Basically, it presents the outline of the functions of Human Resource Management.

2. Torrington and Hall(1987) defines personnel management as being a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled.

- The definition given above about personnel management is focused on the relationship of the organization and its human resources. I think that it is a very good definition of personnel management because it doesn't only speak about the workforce in a business-oriented way but also about their relationship and how it affects their performance in the organization.

3. Miller (1987) suggests that HRM are those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage.

- I think that the definition above speaks in the business perspective. It is one-sided in its approach because it sees human resources only as tools for the success of the business, which is actually true. However, I would prefer that human resource management be described in a way that presents both the organization and human resources' sides.

4. According to BNET Business Dictionary, personnel management is the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

- This definition is actually confusing because it implies that human resource management is derived from personnel management. Although I could agree with that idea because I read in other sources that human resource management is a branch of personnel management, basically they perform the same function. Many sources use the terms personnel management and human resource management interchangeably.

5. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

- Basically, the above definition is still the same with the other definitions I have found. I agree that human resource management involves taking into account the personnel needs of your organization- what types of employees the organization needs and such. Of course, from the word "management", these people in the organization need to be taken cared of and this is the primary function of HRM.

So, the definitions that I have given above are all correct and agreeable. However, I must admit, that I was rather disappointed because all of them speak about HRM/PM in the organization's point of view, particularly what benefits proper HRM/PM brings to the organization. I wanted to find a definition that describes HRM/PM in the human resources' perspective, particularly what the effect of proper HRM/PM is to the human resources themselves...

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