Human Resources Essay Example | Topics and Well Written Essays - 3750 words

Human Resources - Essay utilisationDifferences between Personnel attention and HRM Personnel management is essentially an administrative record keeping snuff it at the operational level. Personnel management attempts to sustain fair terms and conditions of employment while simultaneously, expeditiously managing personnel activities. HRM, on the other hand, is interested with the development and implementation of people strategies that are integrated with merged strategies and guarantee that the culture, structure, and values of the organization, as well as the quality, motivation and commitment of the employees contribute fully to the advance of the organizations goals (Armstrong 2006, p.5). HRM is interested with undertaking of analogous spotal activities conventionally undertaken by the personnel function such as job analysis, employee relations, planning, and compensation management however, the HRM approach undertakes these functions in qualitatively distinct appearance re lative to personnel management (Duberley and Walle1995, p.891). Personnel management is essentially custody centered, directed with child(p)ly at the organizations employees. ... HRM, on the other hand, is strategic in nature concerned with directly aiding organizations to have sustained competitive advantage (Guest, Michie, Conway, and Sheehan 2003, p.291). HRM is mainly more proactive than personnel management, whereas personnel management is concerned with the maintenance of personnel and administrative systems. Personnel management is generally applied in the public sector, third education, and local government despite the complexity associated with public sector including a mix of politics, service delivery, and management. In the private sector, HRM can be used to manage the human side in corporate and large organizations, banks, small and medium sized enterprise, consultancies, and trade unions. High performance working environment is linked to increase of high levels of performance, profitability, and customer satisfaction (Armstrong 2006, p.6). Firms such as Tesco and British Airways have demonstrated the significant character played by HRM in the attainment of management objectives mirrored in the transformation of the personnel management function. (P2) The function of HRM centres on planning, developing, and administering policies and programs designed to render the expeditious utilization of organizations human resources. HRM is concerned with the process of hiring and developing employees with the aim of transforming the employees into valuable resources for the organization (Sims 2002, p.3). The human resources function is mainly responsible for managing workforce as primary resources that play a critical part in the firms success. HRM largely functions as a value adding a component in the organization based on the strategic utilization of