Difference between HRM and Personnel Management

HUMAN RESOURCE MANAGEMENT
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Executive summary
In this report, the researcher has addressed the issue of human resource management and
identified the difference between the human resource management and personnel management.
First the contribution of HRM in organisational purpose fulfilment has been identified and them
the legal obligation concerning it are evaluated. Then the researcher has compared the HRM
practices of Tarmac with that of Titan Cement. Moreover, the concepts of employee motivation
and termination have been identified that enabled the researcher to deduce that application of
self-assessment process is essential for enhancing employee performance and their engagement
with organisational activities. Finally, the legal obligations regarding employee termination are
explored and recommendations have been availed as per organisational HRM analysis.
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Table of content
Introduction:....................................................................................................................................4
Task 1: (refer to PPT)......................................................................................................................4
Task 2: (Report)...............................................................................................................................5
Stages involved in human resource planning and its reason in Tarmac [2.1 and 2.2].....................5
Comparing effectiveness of selection and recruitment process of Tarmac to that of Titan Cement
UK Ltd [2.3 and 2.4]........................................................................................................................6
Link between rewards availed in Tarmac and motivational theory [3.1]........................................7
Factors determining pay including job evaluation [3.2]..................................................................9
Relevance of reward system in different contexts in Tarmac [3.3]...............................................10
Measures undertaken in Tarmac to monitor staff performance [3.4]............................................10
Reason for employment secession in Tarmac [4.1].......................................................................11
Employee exit process used in Tarmac compared to that of Titan Cement UK Ltd [4.2]............11
Influence of Legal and regulatory framework on employment termination agreement of Tarmac
[4.3]................................................................................................................................................12
Conclusion and recommendation..................................................................................................13
Reference list.................................................................................................................................14
Appendix........................................................................................................................................17
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Introduction:
In the modern era of competitiveness and enhance skill requirement for maintaining
competitiveness, utilising the capabilities of employees and retaining the skilled ones has
become essential. Against the common notion Human Resource Management (HRM),
nowadays, is not just about catering to the recruitment needs of a company. It involves retention
of the right kind of employee adhering to the legal and regulatory requirements and enhancing
productivity utilising the workforce to the fullest (Wright and McMahan, 2011, p.95). For
exploring this factor from a practical viewpoint this particular study would evaluate the concepts
and theories of HRM based on relevant examples from Tarmac UK, the leading suppliers of
building materials in UK market (Tarmaccareers.com, 2015). Instance from Titan Cement UK
Ltd would also be incorporated in this study for further evaluation.
Task 1: (refer to PPT)
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