HRM Task 1: Personnel Management vs. Human Resources in Organizations

This report provides a detailed comparison between Personnel Management and Human Resource Management (HRM), highlighting the shift from treating employees as mere economic units to recognizing them as valuable resources with psychological and social needs. It explores the strategic, proactive, and logical nature of HRM compared to the conventional and systematic approach of Personnel Management. The report also discusses the evolving role of HRM in organizations, emphasizing its importance in retaining skilled employees and adding value. Furthermore, it outlines the roles and responsibilities of line managers in employee engagement, performance management, and disciplinary actions, as well as their role in bridging the gap between employees and management. Finally, the report examines the impact of legal and regulatory frameworks, such as the Equal Opportunities Act 2010 and the Disability Discrimination Act 2005, on HRM practices, underscoring the HR department's crucial role in ensuring compliance and preventing employee exploitation.

HRM (TASK 1)

Difference between Personnel Management and
Human resource Management
Personnel management means the management of
people who are given employment in the firm, while
Human resource management is managing the skills,
abilities, talents, aptitudes of a particular employee and
designing him there position in the firm accordingly.
Employees are treated as economic man, his service is
exchanged for salary or wages in Personnel
management while in HRM he is treated as
psychological, economic and social man.

CONT..
In human Resource management employees are
treated as resources. HRM is more strategic, proactive
and logical in operation. Personnel management is
conventional approach and in systematic manner. Their
is major role of HRM in any organization's regarding
any issue related to employee.

Human resource Management in relation to
Organization
With the rise in time, role and significance of human resource
management is increased up to certain extent. Earlier HRM is only
viewed as a part of management that adds cost to company without
adding much value to it. However, with the change in time and rise
in rivalry among industry, role of HRM increased immensely. Now
a days companies are focusing on this concept so that they can
retain their skilled and talented employees.

Roles and Responsibilities of line manager in HRM
Line manager responsibilities are to engage the employee, check their
performance level, Discipline in organization and their payments/ salary.
Employees facing any issues are should directly contact to the line
manager. They allot the work to their subordinates in order to accomplish
the given tasks. There are more responsibilities of line manager like
giving advice, dealing with clients and measuring quality and operational
performance of company. They provide the guidance programs to the
workers and give provide solution to them. Any issue faced by the worker
first reaches to line manager then to the Human resource manager.

Cont.
They serve the operational part of the organization. Training and physical
development programs are organized at particular time period. This increase the
employee performance. Also working environment is easily managed and
suitable for the workers. Through monitoring they keep the performance chart of
every employee working under that organization. Discipline and inspiring new
roles to the workers is also performed by the line manager.
The relationship between the employees and management is constructed through
the line manager. If any employee found guilty or unsatisfactory for the
organization line manager will take strict action against it to maintain the
disciplinary.

Impact of legal and regulatory framework on HRM
As per the regulations and various laws, it is necessary to conduct a
proper application of legislation at workplace so that work can be carried
out in a proper way without interruption. There are various laws and
regulations that define the way of accomplishing various works so that no
employee can be exploited at workplace. In such condition, the roles and
responsibilities of HR department becomes of considerable importance.
The laws and regulations that are necessary to be enforced at workplace
are implemented by the HR department. In context of present situations
some of the major laws that are compulsory to be implemented are:

Cont..
Equal opportunities act, 2010:
Disability discrimination act, 2005:
Race relation act, 2000:

REFERENCES
Armstrong, M. (2009). A Handbook of Human resource
management practice. UK: British Library.
Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook
of Human Resource Management Practice. 13th Ed. London:
Kogan Page.
Bach, S. and Edwards , M. (2013). Managing Human
Resources. Oxford:Wiley.
Belcourt, M., McBey, K., and McBey, K. (2010). Strategic
human resources planning. Toronto: Nelson Education.
Bohlander, G., and Snell, S. (2010). Managing human
resources. Mason: South-Western Cengage Learning.

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