This presentation discusses the difference between personnel management and HRM, including their approaches, functions, roles, and responsibilities. It also covers the legal and regulatory requirements for HR in the UK.
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Difference between personnel management and HRM Personnel management: The personnel management is related with administration operations which is mainly concerned with development of staff and manage the relations between employer and employees (Kehoe and Wright, 2013). Humanresourcemanagement:Humanresource managementisconcernedwiththeoverall development of the firm by providing and managing the human capital who are an important asset for the company.
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Cont.. Personnel managementHuman resource management The approach of personnel management is traditional as it applies conventional models to manage the people of company. Human resource management is a modern approach where it attempts to manage staff by identifying their strengths. The personnel management is more related with the routine and basic functions of the enterprise. The HRM is related with the vital function of the entity where it is supposed to perform different strategic functions (Chiang, Chow and Birtch, 2010). The decision-making process in this type of management is relatively slow as it moves as per the traditional approaches. Decision making process in HRM is fast as it is more related with the strategic functions.
Cont.. The actions taken under this type of approach is concerned with basic procedures related to management(Ployhart and Moliterno, 2011). In HRM, the actions taken by management is decided as per the needs of business in a particular situation. It takes human capital of organisation as an ordinary people and concentrates on simple functions of hiring, making payrolls, compensations etc. The HRM assumes all its staff as a valuable assets that are important for contributing in firm's success, therefore concentrate on activities to retain them within organisation (Nadiri and Tanova, 2010).
Functions of HRM to attain organisational objectives The HRM is concerned with application of various activities within workplace that are generally aligned with the organisational objectives. All basic to complex functions of the company are managed as per the norms and policies that are l;aid down by the HR department.
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Cont.. In this sense, a number of functions that are performed by the HRM which helps in attainment of company's objectiveshavebeenencapsulatedinthebelow section: Recruitment and selection Employee relations Training
Roles and responsibilities of line manager Line managers are the persons who are responsible for monitoringvarioustypesofactivitieswithin organisation (Fulton and et.al., 2011). They act as a link between managers and employees and assume directresponsibilitiesofworkers.Theirrolesand responsibilitiesarenumerouswhichhavebeen delineated below:
Legal and regulatory requirements to be fulfilled by HR InUK,actsandlawsrelatedtoworkplaceare numerouswhicharenecessarytobeimplemented within organisations so that the employees may not be deprived of their any minimum rights. As per this, there are some rules and legal acts that are required to be applied within firm on mandatory basis which are as follows: Equal pay act, 2010 Health and safety at work act, 1974 Disability discrimination act, 1995
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