Report on Personnel Management and HRM department

Added on - 06 Jun 2020

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Human ResourceManagement
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1.1Difference between personnel management and HRM...................................................1P1.1Functions of HRM in the contribution of organisational purpose..................................2P1.3Roles and responsibilities of line managers in HRM......................................................3P1.4Legal and regulatory framework on human resource management................................5TASK 2............................................................................................................................................6P2.1Analyse Human resource is important in organisation...................................................6P2.2Stages of Human resource planning................................................................................6P2.3Compare recruitment and selection process....................................................................8P2.4Evaluate the effectiveness of selection and recruitment techniques...............................8TASK 3............................................................................................................................................9P3.1Link between motivational theory and reward................................................................9P3.2Process of job evaluation...............................................................................................10P3.3Effectiveness of reward system in different context.....................................................11P3.4Methods of organisation can be used to monitor employee performance.....................12D1 Conclusion of motivational theory and rewards.............................................................12TASK 4..........................................................................................................................................12P4.1Reason for cessation of employment............................................................................12P4.2Employment exit procedures.........................................................................................13P4.3Impact of legal and regulatory framework on employment cessation..........................14CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................16
INTRODUCTIONHuman resource management (HRM) refers to the enterprise who manage or maintainorganisational activities or functions. The responsibility of human resources manager is to handleor manage work in an effective and efficient manner. This department are made by humanresource manager which helps maximise their workers performance and achieve a target goals orobjectives. The management adopts new techniques for enhancing their employee’s efficiencylevel (Armstrong and Taylor, 2014). They can focus on their productivity and maximise theprofitability. Adidas is most popular brands in the worlds which have 92 new companies. It salemany types products such as shoes, bags, shirts, sports clothing and watches. The companyannual income is approx 14.76 billion and get second position in the sportswear sectors. Thepurpose of this report is to understand the difference between personnel management and HRMdepartment which helps to evaluate their roles and responsibility of line managers. It also analysethe impact of legal and regulations framework of employment termination..TASK 1P1.1Difference between personnel management and HRMDifferencesPersonnel managementHuman resourcemanagementApproachesPersonnel management dealswith traditional approachwhich helps to manage people.Human resource managementdeals in modern approachwhich helps to identify theemployee’s strengths incompany.FocusPersonnel management mostlyfocuses on their employeewelfare, customer’s relationand office work.Human resource managementmainly focuses on the mergerand acquisition, training anddevelopment and encouragetheir people.EvaluationThe personnel managementevaluates employees as anasset for achieving the targetThe human resourcemanagement evaluates theiremployees as an important1
goals or objectives.gain resources which helps toreach at desired goals orobjectives.Satisfaction ProvidedPersonnel management cansatisfy needs and wants oftheir employees by doingpersonnel functions.The human resourcemanagement can be achieveddesired target goal by useadministration functions.Job designPersonnel management candesign their job profile of theseparation of workers in theorganisation.Human resource managementmanages or designs their jobprofile on the basis of teamwork or group workDecision makingThe decision are taken by thetop level managers in thepersonnel management whichfollow all rules andregulations.Human resource management,take decisions in collectivemanner and also participatedprovides to power and helps toscan the competitiveenvironment.OpportunitiesThere is lack of training anddevelopment opportunities.Human resource managementprovides various training anddevelopment programmes.P1.1Functions of HRM in the contribution of organisational purposeThere are five major functions in the human resource management that highly contribute inattaining organisational purpose:Recruitment and selection-It is the process in which manager can recruit a talentedemployee in the right job at right position. After that, they can start their selection processin which they choose only capable candidates who have perfect skill and knowledgematch with the position (Boxall and Purcell, 2011). The managers should select thosecandidates who have abilities or skills to provide high growth or gain high level profitsfor an organisations.2
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