HRM and Personnel Management - Report
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Added on 2020-01-28
HRM and Personnel Management - Report
Added on 2020-01-28
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Human Resource Management
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Differentiating between HRM and Personnel management..................................................3HRM ..........................................................................................................................................3Personnel management................................................................................................................3Personnel management performance functions of record keeping as well as it aims to establishequitable terms and conditions of the employment.....................................................................31.2 Assessing how HRM functions helps the organization in achieving objectives...................51.3 Evaluating the role and responsibilities of line managers.....................................................61.4 Analysing how legal and regulatory framework impact on HRM........................................6TASK 2............................................................................................................................................72.1 Analysing reasons for HR planning.......................................................................................72.2 Outlining the stages involved in planning HR requirements.................................................82.3 Comparing current recruitment and selection process...........................................................82.4 Evaluating the effectiveness of the organisation recruitment and selection techniques.......9TASK 3............................................................................................................................................93.1 Assessing the link between motivational theory and reward.................................................93.2 Evaluating the process of job evaluation and other factors determining pay at Virgin Media....................................................................................................................................................103.3 Assess in different contexts how effective is the reward systems at Virgin Media............113.4 Examining the methods use to monitor employee performance at Virgin Media...............11TASK 4..........................................................................................................................................124.1 Identifying reasons for termination of Faisal’s employment contract with The ChickenMaster........................................................................................................................................124.2 Describing the employment exit procedures used by the organisation................................124.3 Considering the impact of the legal and regulatory framework on employment cessationarrangements..............................................................................................................................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................152
INTRODUCTIONHuman Resource Management is a management that performs various functions withinan organisation to increase the profitability, production, employee performances etc. Its primaryactivity is to maintain coordination and manage the human resources of the company. HRundertakes various crucial activities such as training, development, performance appraisal,employee recruitment, design, employee benefits as well as rewarding (Tang and Tang, 2012).HR department is also concerned with the organizational changes and industrial relations whichhelp in maintaining balance between practices and requirements arising out of government lawsand collective bargaining. Unilever is an Anglo Dutch multinational organisation whoseheadquarter is situated at London, UK. It serves range of products such as food, beverages,cleaning agents, personal care products etc worldwide. It is third largest consumer goodorganization after Nestle and Procter & Gamble. The company has expanded its services in 190regions and it has owned more than 400 brands (About Unilever, 2016). Further the report willinclude difference between HRM and personnel management. Also it will outline various stagesinvolved in human resource planning in the report. Later it will also evaluate the factorsdetermining pay as well as process of job evaluation. At last, it will focus on various reasons fortermination as well as impact of legal and regulatory framework on employment cessationarrangement.TASK 11.1 Differentiating between HRM and Personnel managementBasisHRM Personnel managementNature ofapproachHuman resource management is amodern approach.Whereas, personnel management is atraditional approach. FunctionsHuman resource managementfunctions to implement corporategoals, strategies as well as alsoperforms additional human resourcecentred organizational developmentactivities (Difference Between HRMPersonnel management performancefunctions of record keeping as well asit aims to establish equitable terms andconditions of the employment.3
and Personnel management, 2016).ScopeScope of HRM is integrated with thecore mission and vision of theUnilever. It seeks to optimize the useof human resources for fulfillingorganizational goals of Unilever. Thisphilosophical and strategic context ofHRM makes it more relevant,purposeful, and effective.Scope of personnel management islimited to activities such as labour lawcompliance, training administration,performance appraisal, payrolladministration, job evaluation,analysis, recruitment as well asmanpower planning (Snow and Snell,2012). Differencein ApproachWhereas, the HRM approach remainsimpatient with the rules andregulations. The human resourcephilosophy helps in improving theperformance of employee and increasesthe level of satisfaction and devisesstrategies such as work challenges,team work, and creativity to enhancethe motivation.The personnel management approach isconcerned with the establishment ofpolicies, rules, procedures, contractsetc. the following approach holdsemployee satisfaction as a key forkeeping the employees motivated andprovide them with compensation,bonuses, rewards etc to motiveemployees. Differencein NatureHRM remains integrated withcorporate strategy and takes a proactiveapproach to align the workforcetowards achieving the corporate goals.For example, HRM approach has amore comprehensive and proactiveperformance management system thataims to improve performance ratherthan make a report card of pastperformance of the Unilever.Personnel management remains alooffrom core organizational activities,functions independently and takes areactive approach to change thecorporate goals or strategy.For instance, while the personnelmanagement approach concern with areactive performance appraisal process(Kehoe and Wright, 2013).4
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