PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

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RELATIONSHIP BETWEEN PERSONNEL MANAGEMENT

AND HUMAN RESOURCE MANAGEMENT

LEE WEI SHAN

B1103003

HELP UNIVERSITY
Department of BUSINESS AND ECONOMICS
HRM201

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

Human resource management(HRM) has changed in a considerable

amount as we move into the age of globalization. Before now, HRM was known
as Personnel administration or Personnel management, it is required to cater to the
employees of an organization. Most of the time the Personnel Management is
burdened with the administrative works that includes sorting out or overseeing
things in an organization, for example, documentations and managing worker
incomes, pay rates in addition to employee benefits. The individual responsible
for human resources management likewise managed work relations. For instances
issues with trade mergers or challenges between businesses and their
representatives. (Ricky, 2007)
We will now move into the definitions of both personal management and
HRM. Personnel Management is basically an administrative documentation
capability when at functioning level. Personal Management attempts to keep up
realistic relationships along with conditions of living, while in the meantime,
proficiently supervising personal staff activities for specific workplaces and so on.
It is accepted that from giving equality and accomplishing proficiency in the
running of work force implementations will in the end result in achieving
organizational progress.
Human resource management(HRM) is burdened with the progression and
implementation of people strategies, after being synchronized with company
methodologies, and with the thoughts that the way of life, ideals and configuration
of the corporation, and the excellence, motivation and responsibility of its
individuals chip in wholly to the achievement of its organizational goals.

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

HRM is troubled by doing the similar useful implementations generally

performed by the staff function, for example, HR arrangement, job analysis,
staffing and selection, employees relationships, implementation administration,
worker inspections, pay administration, training and progression and so on.
Regardless, the HRM tactic plays out these roles in a cojointly dissimilar style,
when compared against Personnel Management.
Even though Human resource management (HRM) and personnel
management both concentrate on individuals administration, if we are to examine
both managements critically, the distinct difference between them would be
evident.
The way of relations can be seen through two substitute perspective
viewpoints which are Pluralist and Unitarist. There is a sensible specific
refinement between both because in work force administration, the consideration
is more on individualistic where solitary interest is more than social event interest.
The relationship amongst organizations and workers are just on legitimately
restricting reason where one contracts and the others perform. However, HRM
focuses more on Unitarist where "uni" suggests one and together. (David, 2001).
Here, HRM through a typical vision amongst organization and staff make a
corporate vision and mission which are associated with business goals and the
fulfillment of shared interest where the affiliation's needs are satisfied by agents
and specialists' needs are well-taken thought by the affiliation. Motorola and
Seagate are incredible instance of affiliations that confidence in this Unitarist
approach which similarly focuses in gathering organization and considers
specialists to be accomplices in an affiliation. The dispersal of influence in
Personnel management is unified as in the higher uppers has full power in basic

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

leadership to the point in which even the managers arent allowed to give thoughts
even to partake in any choice which includes "representatives". HRM, on the other
hand, sees the delegation of force where the force amongst top administration is
imparted to center and minor administration groups. This kind of management
came to be known as "strengthening" since workers have a say hand in hand with
the HR directors to settle on group and common decisions, this as a result could
bring profit both the management and representatives. HRM focusses more on the
TQM approach as a component of a conglomerate management with the inclusion
and backing of managements and representatives with collective decisions
making. This management includes both the managements and employees
offering criticism towards one another in order to promote and ensure
achievement of the organizations objectives could be met.
Personnel management accentuates much on transactional type of
leadership style. This type or leadership style is like a no nonsense leader which
would heavily ensure the SOP of company are enforces heavily, most of attentions
are given towards ensuring companys targets and goals are met at the expense of
any of the employees human variable. (Bach, 2005). On the other hand put more
emphasis towards transformational leaders. Employees would have a feeling that
the organizations and all its employees whether big post of small post would be
like a big family where everyone would be contributing or doing their part to help
the company.
The workers contract in personnel management is clearly composed and
workers must be adhered strictly upon the agreed business contract. This contract
must be adhered in the strictest way possible and there will be no room for
changes and everything from rules and regulations and commitments states in the

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

contract must be followed by its employees. HRM, of course, does not focus on
one-time profound established contract where working hours and diverse terms
and conditions of business are seen as less rigid. Here, it goes past the
conventional livelihood get that happens amongst businesses and laborers. The
new "versatile technique" urges workers to pick diverse ways to deal with keep
contributing their capacities and data to the affiliation today gives employees their
own choice to choose some things like their working hour that they themselves
would be most productive at and this would also bring the company towards an
advantages. This approach is also known as the win-win approach. Pay
guidelines in personnel management is just in view of abilities and information

required for the point of view employments as it were. The worth depends on the

capacity to play out the undertaking and obligations according to the work
contract necessity as it were. It doesn't urge esteem added motivating forces to be

paid out. (Grant, Hackney and Edgar, 2010) This is besides in light of the way that
the specialist rule is to an incredible degree supportive, where the points of
confinement are more departmentalized in which every occupation falls into one
important office. This is simply known as division on work in context of vocation
needs and fitness having a spot and need.
HRM, on the other hand, urges relationship to look past the compensation
rates of individuals for significant responsibilities. Here, the compensation is
proposed to empower relentless occupation execution and redesigns which is
connected with respect included prodding powers, for occasion, increase sharing
courses of action, bundle benefits sharing and individual inspirations blueprints.
The business plan is not any more accommodating based yet rather joint exertion
and dull based. HRM makes another framework towards work course of action,

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

for occurrence, work insurgencies which is bury and intra-departmental based and
occupation extension which empowers one potential and skilled individual to go
up against more attempts to manufacture the estimation of their business and in
this manner thusly appreciate getting propelling strengths and favorable
circumstances. Todays dynamic working environment has furthermore presented
dynamic obligations with respect to Human Resource Managers. The human asset
chief's occupation is no more that of job, paying and ending, it fuses more broad
and more fundamental commitments. As the world moves into a globalization
place, it induces the human resource head in like way has changed into a general
administrator and more globalizations means more rivalry means more weight to
be 'world class'. Dressler (2004, pg. 10-11). In like manner, to Achieve this, the
HR manager is in a split second expected that he would be a profitable and a
readied individual in the attempts of workers and that of the affiliations. The HR
director in like manner must be familiar with the country's work laws in which she
or he works from and along these lines to have the ability to make out the
principles and controls for the associations that are forceful. The HR director must
be delicate to the necessities of the wide gathering of workers and comprehend
their social society foundations while in the meantime maintaining the goals and
objectives of the organization.
The human asset director is depended upon to hold onto mechanical
advances as most affiliations are incorporated into development in the way they
execute business, for instance, the planning frames. The HR chief must set out on
upgrading in innovation routinely in the step by step endeavors of the association,
for example, planning manuals and determinations for work routines and desires.
These can go from the employment procedure, the meeting procedure and the

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

preparation procedure. (Haslinda, 2009). The way of work for the HR director is
changing ordinary since employments are all the more innovatively requesting
from creation to the final decisions making point. Thusly, employees need
proficient PC skills to accomplish these requesting and evolving employments.
The 21st Century technique of Strategic Human Resource which make
considerably laborer individual destinations and objectives with corporate goals
and focuses rather than authorization of standards, goes about as a facilitator and
advances a participative methodology. Dessler (2007, pg 73) states that key
organization is the way toward perceiving and executing the affiliation's central
target by sorting out its abilities with the solicitations of its surroundings. Thusly
rule contrasts between key human resource organization reasoning and HRM
framework is extended of reliance of execution taking into passing contracts
rather than whole deal business.
The sources key human resource organization are asserted from the late
twentieth century. (Lewis, 2007) Accordingly, the 21st century time requests that
the human asset chief ought to think deliberately in the strategies are executed in
the affiliation's business. key human resource organization requires that the
director utilizes key blueprints of an association's assets for completion the
authoritative targets. As of now specialists basically anticipated that would
understand that there was a staff/HR executive in the workplace and they would
focus their attentiveness with respect to that office for basic considering. This is
no more the case since agents now have separated necessities that require the HR
chief to direct more purposely. Likewise, this has offered ascend to the
improvement of HRM ideas and practices which require organizing and settling
on decision that identify with the mission of the affiliation's inspiration of

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

nearness. Supporters of HRM saw it a trademark progression of more traditional

approaches to manage staff organization that participated with key goals standing
up to affiliations.
As should be obvious, the term Human Resource administration has
intelligently progressed amid that time generally supplanting staff organization.
The few changes in these terms have achieved changes in the way human asset
organization limit. Personnel organization was seen as an office that completed
norms and course of the operator welfare. Today Human Resource organization is
seen more than that, it looks conditions to the present day environment where
individuals are seen as fundamental assistants to business and are respected and
regarded in light of the way that they go on preferred standpoint to the connection.
The human asset approach stays synchronized to the affiliation's middle
framework and vision, and want to move the utilization of human asset for the
satisfaction of different leveled targets. This key relationship of human resource
organization makes it more think, fundamental, and all the more convincing when
showed up contrastingly in connection to the work power organization approach.

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

REFERENCES
Ricky, G. (2007). Principles of Management. 8th ed. Boston, USA: Houghton
Mifflin Company.
David, F. (2001). Strategic Management. Upper Saddle River: Pearson, p.77.
Bach, S. (2005). history of personnel management and human resource
management. [online] Available at: http://www.citeman.com/11874-history-ofpersonnel-human-resources-management-phrm.html#ixzz2UPzxDYCp [Accessed
5 Sep. 2016].
Haslinda, A. (2009). Evolving Terms of Human Resource Management and
Development. A Journal of International Social Research, 9(2), p.2209.
Lewis, P. (2007). Strategic Human Resource Management. 9th ed. financial times,
p.66.
Grant, K., Hackney, R. and Edgar, D. (2010). Strategic information systems
management. Andover: Cengage Learning.

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

QUALITATIVE EVALUATION

ASSIGNMENT EVALUATION FORM

Student Name:____________________________

Date:_______________________

Centre:__________________________________

Subject:_____________________

Name of Examiner:________________________

(Signature)___________________

Assignment No:__________________________

Grade:______________________

[To be returned to Student]

A. CONTENT [Relevance to question asked, effective use of theory, topics

discussed in depth, logically developed arguments, integration of reference
material, variety of viewpoints expressed ]

B. ORIGINALITY [Originality and creative though, goes beyond basic course material]

C. STYLE & PRESENTATION [Fluent style, grammar/spelling

framework clear, well organized, reasonable length]

correct,

D. REFERENCING [ Acknowledgment of sources, wide range of sources used ]

HUMAN RESOUCE MANAGEMENTS

HELP UNIVERSITY

ASSIGNMENT EVALUATION FORM

Student Name:

Date:

Local Center:

Module No:

Examiner:

(Signature)

Assignment No:

Grade:

================== QUALITATIVE EVALUATION ================

(Scoring: 5 = Best; 4 = Good; 3 = Average; 2 = Poor; 1 = Very Poor)

Attribute
Score
A. CONTENT (40%)
A1. Relevance to question asked
A2. Effective use of theory
A3. Topics discussed in depth
A4. Logically developed arguments
A5. Integration of reference material
A6. Variety of Viewpoints expressed
Subtotal(A)
Unweighted
x 1.33 = Weighted
B. ORIGINALITY (30%)
B1. Originality and creative thought
B2. Goes beyond basic course material
Subtotal (B)
Unweighted

x 3.00 = Weighted

C. STYLE & PRESENTATION (20%)

C1. Fluent style
C2. Grammar/spelling correct
C3. Framework clear, well organised
C4. Reasonable length
C5. Effective use of figures, diagrams
Subtotal (C)
Unweighted

x 0.8 = Weighted

D. REFERENCING (10%)
D1. Acknowledgment of sources
D2. Wide range of sources used
Subtotal (D)
Unweighted

x1.00 = Weighted