A Comparative Analysis of Personnel Management and HRM Practices

This report provides a comprehensive comparison and contrast between traditional Personnel Management (PM) and Human Resource Management (HRM). It explores the evolution of HR practices, highlighting the shift from a focus on routine functions like compensation and procurement (PM) to a strategic approach emphasizing employee development, engagement, and satisfaction (HRM). The report uses the Marriott and Hilton hotels as case studies, illustrating how these organizations adopt different management styles. It details the key differences in areas such as training programs, performance appraisals, decision-making processes, and employee relations. The analysis covers topics like psychological contracts, pay and rewards, training and induction, off-sites, and performance appraisals. The report concludes that HRM practices, as seen in the Marriott hotel, lead to better employee retention, enhanced organizational efficiency, and improved brand image compared to PM approaches, as exemplified by the Hilton hotel, which often relies on more traditional methods. The report emphasizes that HRM's strategic focus on employee well-being and involvement contributes to increased productivity and a more positive work environment.

Compare and contrast the concepts and practices of
traditional Personnel Management with Human Resource
Management
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
Task..................................................................................................................................................4
Compare and contrast personal management and Human resource management.......................4
CONCLUSION................................................................................................................................9
References......................................................................................................................................10
2

INTRODUCTION
Personnel plays a vital role in the organisation as they contribute their efforts within the
firm that directly in enhance its profitability and productivity. For this reason, it is essential to
hire a highly skilled, talent and qualified staff workers which induce the new ideas and bringing
fresh talent that enhance firm's value. The research project is context to the Mariott hotel as they
hire a highly qualified talent in the workforce to deliver a high quality of services to its
customers. The main discussion are based upon the personnel human resources management and
strategic HRM (Tomé,2011). Therefore, company needs to increase confidence motivation due
to which they conduct training programs and restructure a compensation plans. It includes
mainly a incentive pay, increment pay, bonus, pension schemes and retirement plans due to
which manpower retain in the workforce for a longer time period.
TASK
Compare and contrast personal management and Human resource management
The personnel management can be define as in which they are mainly concern regard to
the workforce and it is a relationship with the business entity. On the other hand side, Human
resource management is that in which it mainly focuses on the usages of effective manpower of
the business entity. It able them to attain the objectives of the organisation that are majorly
known as human resource management. Thus, they hire the workforce due to which they need to
manage them by satisfy them in effective manner. The Hilton hotel adopt the personnel
management is that they include various functions are the compensation, development,
employment. Thus, these function are need to be perform at the primary stage in the consultation
with the another departments. Whereas, the Mariott hotel adopt modern approach that is a
human resource management needs to conduct the training programs, development,
compensation plans, recruitment and selection procedure etc.
The main function of personnel management is a routine functions in which they are
mainly concerned with the compensating, managing the efficient workforce, procuring etc. Thus,
the Hilton hotel adopt procurement that can be define as a selecting the required number of
employees who are highly qualified as well as experience worker that able to attain the
company's objectives (Shackleton ,2015 ). The another function are to carried out by the cited
3

company is that development in which the main activities is that enhance the efficiency of
workers by conducting training and development in which they learn new things. It includes
mainly seminars, training, education and training etc. Beside this the Mariott hotel adopt the
modern approach in which it perform function that are staffing in which they hire or select the
manpower from the outside sources within the organisation (Shackleton, 2015). They select the
qualified applicants to fill the vacant position to attract them form various place to bring the fresh
talent and qualified workforce due to which firm effectively enhance their brand image. The
another function that are to be carried out is the performance appraisal in which they monitor the
workers performance to make sure that they are generally responsible. The main aim is to give
the effective rewards, incentive plans, bonus and increment in the salary to the high performer.
Human resource management is the essential activity of business operations that
supports in managing people well in the organization. There is huge difference between HRM
and Personal management. In the modern business world companies are taking support of human
resource practices in order to enhance satisfaction level of its workers. So that they stay in the
workplace for longer duration and company can accomplish its objective soon. Marriott hotel is
managing its labour by making individual contract (Iglesias and Saleem, 2015). Cited firm treats
its workers well whereas Hilton hotel adopts PM approach in which management of labour is
done through collective bargaining contracts. In the personal management Hilton takes support
of negotiation method to resolve conflicts of workers, in this union leader takes initiatives to
discuss about the issues with the management of company. On other hand Marriott hotel believes
that individual contracts are more than enough to resolve any critical issue related to staff
members (An and et. al, 2015).
Human resource management is the approach in which management of Hilton hotel takes
fast and speedy decisions whereas in the PM decision making process is very slow. Hilton
believes that team or group working can support in enhancing morale of workers and they can
utilize their skills well. On other hand PM believes that decision making power should be in the
hand of higher authorities thus, they discuss on the topic and after in depth discussion high
authorities take final decisions (Armstrong and Taylor, 2014). Thus, PM is time consuming
process whereas in the HRM decision are taken by the entity soon. Human resource management
is the process in which people work in unity and managers divide the responsibility of each
4

worker. By this way they communicate well and that improves efficiency level of workers to
great extent.
Marriott hotel follows HRM practices in the workplace, it treats its workers like assets so
that they feel valued and like the workplace environment. By this way they be loyal towards the
brand and stay in the organization for longer duration. On other hand PM focuses on recruitment,
remuneration, training and harmony etc (An and et. al, 2015). So that people can enhance their
skills and perform their responsibilities well. It will help in increases performance and efficiency
of staff members that would give optimistic results to the cit ed firm. In the personnel
management, higher authorities pay attention on rules and regulations. They believe that by
following regulation strictly company can reduce mistakes. Thus, Hilton focuses on making
effective norms and making such environment where all people follow the regulations and do not
break it. Whereas in the Human resource management company focuses on effective
participation of it s workers. Marriott hotel involves its staff members in the decision making
process so that people share their innovative ideas with the management level persons
(Armstrong and Taylor, 2014). That supports in making people loyal towards the brand and they
share their feelings with the higher authorities. It is beneficial tool that helps in making effective
strategies that can help in accomplishing goal of the company. By knowing needs of the
employees cited firm will be able to create such environment in which they feel satisfy and
perform their duties well. On other hand in the Hilton hotel company circulate the information
among workers and guide them what to do and how to do. Hilton does not involve them in any
discussion because it thinks that participation of staff may create confusion and
misunderstanding in the workplace (An and et. al, 2015).
Personal management is the type of routine function in which management of the
company has to keep eye on the activities regularly so that no mistakes take place. On other hand
human resource management is the type of strategic function in which Marriott make effective
strategies to improve efficiency of the working performance of the organization. Hilton hotel pay
wages to workers on the bases of job evaluation whereas Marriott hotel evaluate the performance
of workers and on the bases of individual performance cited firm gives them promotion and
salary promotions (Alfes and et. al, 2013). That supports in retaining the skilled person s in the
workplace for longer duration.
5

Human resource management has been catering the needs of the employees from many years and
also it is used to make workplace environment more friendly and keeping a nice atmosphere is
the key always in an organization. As far as implications of human resource management is
concerned it has catered the needs of employees in different prospects with the use of various
techniques which have managed to gain a competitive advantage among the competitors in the
industry. Further the use of different innovative techniques by HR professionals have helped
them to maintain and increase the operational efficiency in the Marriott hotels. The different
tools and techniques adopted by HR professionals to maintain a superiority and also at the same
time has also build a nice relationship with employees in order to make the workforce motivated
towards the brand and its attributes. These practices which are adopted by HR professionals of
Marriott Hotels are:
1. Psychological Contract : Marriott Hotels are in a practice of making their contracts in
such a way that employee does not feel psychologically dis-satisfied with the scenarios
of hotels (Shackleton, 2015). There contracts are build up off no loss of pay which
makes the employees perception towards the Hotel more positive and motivating. The
other hotels like Hilton and other one's are not of the practice of making things clear to
employees at the time of the contract signing.
2. Pay & Rewards : In addition to the first trait or practice the main tool to encourage the
workers to make more efforts in their work to enhance the performance of the activities
they are performing, is rewards. The HR department of Marriott Hotels has been in
practice of giving the monetary and non-monetary incentives to the people form many
6

years, Which has helped them in making there presence in the list of best hotel chains
in the world (Abdullah, 2016).
3. Training : Training is an essential part of making the workers eligible and competent
enough to address the guest of the hotel and through proper set of training's to its new
workers and also for the old one's to introduce new things training are being scheduled
in order to make them perform there best in order to maintain standards of the hotel
and maintain the brand image. Further Marriott hotels have able to always conduct
successful training's sessions in the past and continues to do so, but on the other hand if
talked about Hilton hotels it is quite disturbing st of things for them in this context
(Ahmed and Sattar, 2014).
4. Induction : As a new employee comes to an organization it is important for the firm to
introduce him to a better set of activities and how things goes in an organization and
how lucky he is that he/she has got a chance to work with them, by facilitating all these
things in an induction program Marriott hotel can build the positive attitude of
employee towards organization which strives him to perform well in the future. In
contrast Hilton hotel does not have the process of conducting the induction for its fresh
candidates which has caused their profit to decrease in the recent times.
5. Performance Appraisals : Marriott hotels have been always in the process of making
the employees happy through distribution of different appraisals schemes (Baker and
Saren, 2016). In order to make their employees feel awesome at workplace they give
them the appraisals at every 4 months which makes them to attain extra mile in their
7

work a nd thus which has increase the productivity and CRM of Marriott Hotel up to a
great extent.
6. Off-Sites : In addition to all the above traits and practices the HRM of Marriott hotel
has been making difference with taking their employees on amazing vacations which
not only give them a break from routine work but also allow them to interact with their
superiors as well as subordinates (Brewster, Mayrhofer and Morley, 2016). Thus, these
all practices have always been helpful in making the HRM distinctive from the
Personnel management and lift the image of HR professionals.
CONCLUSION
Summarizing the whole report it has been concluded that the Marriot hotel conduct
regular training due to which it enhance skills, knowledge and capability in the human resources.
It able them to perform their day to day task in effective manner within the time frame work
which increase goodwill of a firm. Therefore, it has been also analysed that the cited hotel offer
employment benefits to its workers by adopting performance appraisal methods. It facilitate
them to review and analyse the performance of workers in which the best staff workers are to be
rewarded and appraised that will increase the confidence. It has been also analysed that
approach in which it perform function that are staffing in which they hire or select the manpower
from the outside sources within the organisation.
8

REFERENCES
Books and Journals
Abdullah, J. A., 2016. The Impact of Promotional Mix Elements on Consumers Purchasing
Decisions. Journal for Studies in Management and Planning. 2(01). pp. 171-179.
Ahmed and Sattar, I., 2014. Pharmaceutical Promotional Mix in Pakistan. Middle East Journal
of Scientific Research. 21(3). pp.533-542.
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
An, S. J. and et. al., 2015. Program synergies and social relations: implications of integrating
HIV testing and counselling into maternal health care on care seeking. BMC Public Health.
15(1). pp.1.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baker, M.J. and Saren, M., 2016. Marketing theory: a student text. Sage.
Brewster, C., Mayrhofer, W. and Morley, M., 2016. New Challenges for European Resource
Management. Springer.
Iglesias, O. and Saleem, F. Z., 2015. How to support consumer-brand relationships: The role of
corporate culture and human resource policies and practices. Marketing Intelligence &
Planning. 33(2). pp.216-234.
Shackleton, V., 2015. Recruitment and selection. Elements of Applied Psychology. 1(12).
pp.153.
Tomé, E., 2011. Human resource development in the knowledge based and services driven
economy: An introduction. Journal of European Industrial Training. 35(6). pp.524–539.
9