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Difference Between Personal Management and Human Resource Management | Report

   

Added on  2020-02-05

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HUMAN RESOURCEMANAGEMENT

INTRODUCTION....Human resource management (HRM) can be defined as a process which aids to enhance theperformance of employees. It is essential for firms to attain their desired goals and objectives inthe market. In the present report, the hotel, Dorchester has been chosen which provides effectivehospitality services to its consumers at the workplace (Hendry, 2012). Here, difference betweenpersonnel and human resource management is highlighted. It represents functions of HRM toaccomplish the organizational objectives. Further, it introduces the impact legal and regulatoryframework for better management. In addition to this, it defines the stages which are involved inplanning of human resource requirements. It introduces the comparison between recruitment andselection techniques of two organisations. Apart from that, report evaluates the link betweenmotivational theories and rewards at Dorchester. Further, it states the approaches of corporationwhich are used to analyse the performance of employees. In addition to this, it represents theemployment exit procedure of two organisations for better evaluation. TASK 11.1. Representing difference between personnel management and human resource managementPersonnel management and HRM are different from each other which are described asfollows: Personnel management: Personnel management is a traditional approach which wasused by firms to manage the functions of corporation. It is mainly focused on administration,better output and employee’s welfare in the organisation. Furthermore, it takes staff membersonly as input to achieve better output at the workplace. Personnel management makes the jobdesign according to division of labour. It focuses less on training and development activities incomparison to HRM (Armstrong and Taylor, 2014). For example, Starbucks follows personnelmanagement to manage its hospitality services. This process creates many issues to managehuman resources at the workplace as compared to HRM.Human resource management: On the other side, it is a modern approach which isconsidered by many organisations in the present sector. It is highly emphasized on administrationservices, proper development of employees, their welfare and motivation to make staff memberssatisfied with their work. In addition to this, organisational work is divided on the basis ofstrengths of team at the workplace. Further, HRM is highly focused on training and developmentactivities to increase the existing skills and knowledge of workforce. For example, management1

of Dorchester also uses human resource management practices to manage its functions which aidto create fewer issues as compared with personnel management (Boxall and Purcell, 2011). 1.2 Assessing the way in which human resource management functions support organisation toachieve its purposeManagement of Dorchester has HRM functions which aid to achieve its purpose in anappropriate manner. Selection and recruitment: In this process, HR managers of hotel manage this activity tohire better candidates. They try to select better applicants by evaluating the skills and abilitiesthrough conducting interviews, written test and group discussion. So, this process aids to recruitbetter candidates to achieve organisational goals and objectives at the workplace (Bratton andGold, 2012). Employee’s motivation: For this function, management of Dorchester uses manymotivating techniques to keep employees high encouraged and satisfied. For this, HR managersof corporation provide motivation through providing rewards, appreciation letters, incentives andbonus at the workplace. This process supports management of Dorchester to inspire the staffmembers internally and externally. So, these activities help in achieving the set goals andobjectives in an appropriate manner. Training and development: It is also an important function of human resourcemanagement because it aids Dorchester to increase the knowledge level of new and presentemployees. For this, HR managers of hotel conduct regular training and development activitiesin regular time intervals (Chang, Gong and Shum, 2011). Apart from that, this function aids thehotel to achieve its purpose in the most effectual manner with less cost. Performance management: It can be considered as a valuable function for themanagement of Dorchester to manage its operations in an appropriate way. For this, hotelevaluates the performance of its new and existing employees for identification of their mistakesat the workplace. This process aids the hotel to improve its efficiency and performance byremoving all issues. Along with this, it helps the corporation to attain its goals in the hospitalitysector of UK (CHUANG and Liao, 2010).2

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