Human Resource Management Essay

Human resources will be consider as important issue when there is a focus of achieving organizational goal and objectives or revising of company policy, employee issues or whether it’s an issues of delivering products and services to the user. Human resource management ensures that organization hold the desired skills required to perform the operations effectively and efficiently. HRM focus on two main factors which are appropriate approach and activities. It refers to the procedure of managing the staff like performing recruitment then selection and doing placement, promotions or termination. It consists of different aspects like planning, profession guidance, job design, training, reward scheme, diversity and protection.

A performance appraisal helps with developing information on an employee, which will help determine if the objectives that were set forth have been met, and what needs to be improved to help with the success of the company. This evaluation happens once a year to help the employer determine whether or not an employee is a great asset for the company. Performance appraisal is very important for staff motivation, communicating, and an individual’s contribution towards the company success. Each performance appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help

Management of Personnel is crucial to work environment because one must possess the power to motivate, develop, and direct others as they work. Also, retain the ability to identify the best individual for the job.

HR people do know that when we go to the interview will often be asked people to human resource management and personnel management of the similarities and differences, and some people even made personnel for many years, still do not know the human resource management and personnel management in the end what is the difference. Here, I will come and talk to you about what is the difference between personnel management and human resource management.

Human Resource Management not only does the hiring/firing they are also the ones who do training, management of people within

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Management of your staff is one of the most important roles of any human resource department, the way that it is done is split into two types; personnel management and human resource management. Personnel management is “a predominantly administrative record-keeping function that aims to establish and maintain equitable terms and conditions of employment” (Nayab, 2015). Human resource management “integrates the traditional personnel management functions to incorporate goals and strategies, and performs additional people-centred organizational developmental activities” (Nayab, 2015). Human

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

Traditional human resource management focus on employee's work commitment and job performance (Patrick and Rebecca, 2008). With the continuous development of human resources theory, the company gradually understood the significance of establishing a series of policies to meet the various level of demand of staff. It determine whether the company's strategic goals can be achieved and effort can be made in the aspect of organizational structure and people management.

Mathis, R. L., & Jackson, J. H. (2007). Human resource management (12th ed.). Mason, OH:

It is prominently known as Traditional Personnel Management. Human Resource Management have risen as an expansion over the Traditional Personnel Management. Personnel Management is a piece of administration that arrangements with the enlistment, employing, staffing, advancement and pay of the workforce and their connection with the association to accomplish the authoritative destinations. The essential elements of the personnel management are separated into two classifications: Agent Functions: The exercises that are worried with obtainment, improvement, remuneration, work assessment, worker welfare, usage, upkeep and aggregate bartering. Administrative Function: Planning, Organizing, Directing, Motivation, Control and Coordination are the essential administrative exercises performed by Personnel Management. From the most recent two decades, as the advancement of innovation has occurred and the people are supplanted by machines. Essentially, this branch of administration has likewise been superseded by Human Resource

and the human resource department the human resource manager is concerned and bothered about the employees satisfaction ,they think that employees are not source but they take them as very important persons to procure desired results ,the best training is given to them .in this way not only ADDECO each and every organisation is associated with theses particular departments which are very essential to develop the company

Personnel management is care full delineation of written contract the contract is not changeable and can’t make any modification the employees strictly agree the employment contract the human resource management is aim to go beyond written contract go by the spirit of the contract there is flexible working hours created for employees. They encroach employees to ingress their skills and knowledge. Personnel management focuses in administrative and record keeping and operational function. Human resource management focuses in development and implementations of people strategies, intergraded with corporate strategies censuring the culture, values, quality and structure of the organization. If we focus in speed of decision making that the personnel management is slow on their function but the human resource management is fast in their decision making.Peronnel management includes functional activities. Human resource management includes all the activities, motivation, and communication, job analysis training and ext.…. personnel management is efficiently managing personnel activities of individual department but human resource management is strategic in nature, concerned with directly assisting an organization to gain sustained competitive

- Personnel management is a narrower area of management concerned only in recruiting and keeping employment records.

Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative