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Difference Between Personal Management and Human Resource Management

   

Added on  2020-01-16

16 Pages5293 Words243 Views
Political Science
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HUMAN RESOURCE MANAGEMENT
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Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1-...........................................................................................................................................11.1 Difference between personal management and human resource management:....................11.2 Functions of Human Resource Management:.......................................................................21.3 Role and Responsibility of Line Manager:...........................................................................31.4 Impact of Legal Framework On HRM..................................................................................4TASK 2............................................................................................................................................42.1 Reasons For Human Resource Planning In Organisations:..................................................42.2 Stages of Planning In Human Resource Management:.........................................................52.3 Recruitment and Selection of Organisation..........................................................................62.4 Effectiveness of the Recruitment and the Selection Technique...........................................7TASK 3............................................................................................................................................73.1 Link between Motivational Theory and Rewards.................................................................73.2 Process Of Job Evaluation....................................................................................................83.3 Effectiveness of Reward System...........................................................................................83.4 Methods to Monitor Employee Performance........................................................................9TASK 4..........................................................................................................................................104.1 Reasons for Cessation of Employment:..............................................................................104.2 Employment Termination Procedures Used by the Organisation.......................................104.3 Impact of Legal Framework on Employment Cessation.....................................................11CONCLUSION..............................................................................................................................12REFRENCES.................................................................................................................................13
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INTRODUCTIONHuman Resource management helps in managing the overall resources of theorganisations. The aim of the Human management is to improve the working conditions of theemployees so that employees can work with full efficiency and effectiveness in theorganisations. Its helps in managing the overall activities of the organisation so that people canachieve the specific goals and the objectives assigned for the organisation. Human resourcemanagement deals with difference aspect like the recruitment and the selection of the employeesin the organisations and to organise the training and the development activities for the employeesso that they can know about the work environment of the organisation and the different activitiesare organised in the organisation. Recruitment involves the selection of the best applicant fromthe pool of the applicant which best suits according to the demands and the qualification of theorganisation. Human resource management develops the overall plans and the procedure for theorganisation with the help of the HR professionals in the organisation. Employees relation in theorganisation should be well maintained so that if there is any problem in the work environmentof the organisation or breakdown in the machinery, tools and equipments of the organisations.TASK 1-1.1 Difference between personal management and human resource management:The personal management is a traditional task and the human resource management is amodern task but there are still some differences between the human resource management andpersonal management. Which are discussed below:(Alfes and et. al., 2013.)BasisPersonal ManagementHuman Resource ManagementApproachAssumptionPersonal management is attraditional approach that deals withmanaging the overall peoples ofthe organisation. Personal management is based onthe assumptions that the people ofthe organisations are the inputs forachieving the outputs of theorganisations.Human resource management is amodern approach that deals withmanaging the employees who areworking in the organisation.Human resource management is basedon the assumptions that organisation asa whole are the important resources forthe overall achievement of the inputs forthe organisation.Human resource management focuses1
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RelationshipFocusDecisionsPersonal management focuses onthe personal aspects of theorganisation like employee welfareschemes,labour laws in theorganisations.All the important decisions of theorganisations are taken by thehigher level authority that is the toplevel management of theorganisation.on the giving training and motivatingthe employees of the organisation forthe purpose of maintaining the resourcesof the organisation.He decisions in the human resourcedepartment are made collectively afterdiscussing the problems with theemployees of the organisation so thatthere is no decentralization of thepowers and the authority of the peoplein the organisations.1.2 Functions of Human Resource Management:The main functions which are related with the human resource department are as follows:Recruitment and Selection: Recruitment is the process of selecting the potential and the qualifiedemployees in the organisation based on the criteria of the demands of the company. The mainaim of the process is to take the potential and the qualified persons who have the capability toperform the jobs in the organisations and encourage the disqualified persons to leave theorganisations. (Albrech, S.L., 2011)Before starting with the recruitment process the companyshould make its employees clear with all the staffing plans of the organisation and the rules andthe regulations that are to be followed in the organisation.Orientation: The new employees who are joining the organisations should beprovided with the orientation programmes which helps the employees to adjustthemselves with the new environment of the organisations in which theemployees have to work and adjust them according to the work environment. Theemployee orientation programmes should include the goals and the objectives ofthe organisations which the employees have to work hard to achieve these goalsas specified by the organisations.(Armstrong, M and Taylor, S., 2014) Thegoals and the objectives can be for the short term goals or the long term goals ofthe organisation.2
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