There is a school of thought which contends that human resource management is just another name for personnel management, that there is no difference between the two. Examine the origins and features of both personnel management and human resource management and state if you agree or disagree (and why) with the view expressed in the first sentence of this question.
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There is a school of thought which contends that human resource management is just another name for personnel management, that there is no difference between the two. Examine the origins and features of both personnel management and human resource management and state if you agree or disagree (and why) with the view expressed in the first sentence of this question.
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- Some people are of the view that human resources management is merely another name for personnel manager. Do you agree or disagree? Give reasons for your answer.Discuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.Assume that you are the manager of human resourcesat a manufacturing company that employs about 500people. A recent cyclical downturn in your industry hasled to financial losses, and top management is talkingabout laying off workers. Several supervisors have cometo you with creative ways of keeping employees on thepayroll, such as sharing workers with other local companies. Why might you want to consider this option?What other options exist besides layoffs?
- What are the trending roles played by HR manager in a company today (an advisory role,functional role, service role, and a business partner role). Please give real-life examples tosupport your argumentIf you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?- Select any Four organization from the Internet and summarize the following details: Name of the Organization and its products & Services Levels of Management or Organization Structure Policies related to HR – Any two Explain Monetary and Non-Monetary benefits offered to the Employees.
- 28 - Which of the following is not one of the features that distinguish human resource management approach from personnel management? a) long term B) business oriented NS) Innovator D) self control TO) proactiveWhen a restaurant employee slipped on spilled soup and fell, requiring the evening off to recover, the owner realized that workplace safety was an issue to which she had not devoted much time. A friend warned the owner that if she started creating a lot of safety rules and procedures, she would lose her focus on customers and might jeopardize the future of the restaurant. The safety problem is beginning to feel like an ethical dilemma. Suggest some ways the restaurant owner might address this dilemma. What aspects of HRM are involved?Strategic human resource management means formulating and executing human resource policiesand practices that produce the employee competencies and behaviors the company needs toachieve its strategic aims. L.L. Bean illustrates how companies do this. The heart of L.L. Beansstrategy has always been offering great outdoor equipment with outstanding service and expertadvice. As its company history said, L.L. Bean, Inc., quickly established itself as a trusted sourcefor reliable outdoor equipment and expert advice. The small company grew. Customers spread theword of L.L. Beans quality and service. To provide such service, L.L. Bean needs employees withspecial, outdoors-skills performing in a special way. As its Web site says, L.L. Bean attracts aspecial sort of person. Like our customers, we are passionate about the L.L. Bean brand and ourlove for the outdoors. You already know the outstanding service L.L. Bean customers receive.Now imagine how we treat our employees. L.L. Bean's HR…