Personnel Management and Human Resource Management
Personnel Management
“The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.
Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.
Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.”
http://www.wisegeek.com/what-is-personnel-management.htm
This article actually talks about personnel management’s functions or the personnel manager’s functions in the organization. With these definitions, the basic roles of a personnel manager are clearly defined. Personnel manages are primarily concerned with the staffing process.
“Personnel management is not confined to the role of specialist personnel managers in work organizations. It compasses all those people who are involved in devising personnel policies, as well as all those with direct responsibility for managing personnel. Indeed, one of the most interesting developments in recent years has been the changing role of general managers, specialist personnel managers and line managers in managing the human resource.”
By: Jon Clark (Ph. D.)
http://books.google.com.ph/books?id=FJeqctNCv0EC&pg=PA2&lpg=PA2&dq=human+resource+management+definition&source=bl&ots=KBcdKI00LW&sig=YoDr6StSycp-WH0PXUEmuj0Vi_s&hl=tl&ei=Z06mSrucDIT6sQPlkOmMDw&sa=X&oi=book_result&ct=result&resnum=8#v=onepage&q=human%20resource%20management%20definition&f=false
This definition by Jon Clark defines personnel management to be a process that concerns the organizations management of its personnel and their responsibility. The author also emphasized that personnel management does not only concern the role of the personnel manager but all the people involved in personnel stuffs in the organization. I agree that when we say personnel management it does not directly addresses the personnel manager but the whole workforce that is related to it in a certain organization.
“Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (
resolving disputes, (9) communicating with all employees at all levels.”
http://www.businessdictionary.com/definition/personnel-management.html
Just like the first definition I had gotten, this one also specifies the basic roles of personnel management in an organization. This definition contradicts to what Jon Clark defines that personnel management should not only deal with the personnel managers role.
“Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.”
http://www.zeromillion.com/business/personnel/personnel-mangement.html
This is somewhat concur with the idea of Jon Clark because it not only talks about personnel managers. Personnel management here is defined to be a process of facilitating people in an organization concerning how they would be effective end efficient for such positions they’ll be having.
“Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.”
http://www.staffs.ac.uk/uniservices/personnel/management/index.php
In this definition it also talks about the organization or the facilitation of people in an organization. The definition also gives the responsibilities of Personnel Management.
“Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.”
http://wiki.answers.com/Q/Definition_of_personnel_management
In this definition personnel management refers to the function of a certain person as to the responsibility to the employees and staff of the organization.
The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.
http://dictionary.bnet.com/definition/personnel+management.html
I think this is a simple and easy-to-understand definition of personnel management. In my own understanding this would be just the standard meaning of what personnel management is.
Human Resource Management
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
by Carter McNamara, MBA, PhD
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Unlike personnel management human resource management directly refers to the staffing and deciding employee processes in an organization.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
Similar with the fist definition HRM in this definition also refers to the organizational function or recruitment, staffing and other process concerning staffs and employees.
a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.
http://dictionary.bnet.com/definition/human+resource+management.html
This could be summarized as the management or in line with management and strategy in the organization of the workforce in an organization.
Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
http://www.businessdictionary.com/definition/human-resource-management-HRM.html
This definition refers to the planning and the organization of human resources.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5).
http://www.answers.com/topic/human-resource-management
Human Resources management in this definition refers to the treatment of people in the organizations. Also on how people are trained for their jobs.
“The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.
Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.”
http://www.wisegeek.com/what-is-personnel-management.htm
This article actually talks about personnel management’s functions or the personnel manager’s functions in the organization. With these definitions, the basic roles of a personnel manager are clearly defined. Personnel manages are primarily concerned with the staffing process.
“Personnel management is not confined to the role of specialist personnel managers in work organizations. It compasses all those people who are involved in devising personnel policies, as well as all those with direct responsibility for managing personnel. Indeed, one of the most interesting developments in recent years has been the changing role of general managers, specialist personnel managers and line managers in managing the human resource.”By: Jon Clark (Ph. D.)
http://books.google.com.ph/books?id=FJeqctNCv0EC&pg=PA2&lpg=PA2&dq=human+resource+management+definition&source=bl&ots=KBcdKI00LW&sig=YoDr6StSycp-WH0PXUEmuj0Vi_s&hl=tl&ei=Z06mSrucDIT6sQPlkOmMDw&sa=X&oi=book_result&ct=result&resnum=8#v=onepage&q=human%20resource%20management%20definition&f=false
This definition by Jon Clark defines personnel management to be a process that concerns the organizations management of its personnel and their responsibility. The author also emphasized that personnel management does not only concern the role of the personnel manager but all the people involved in personnel stuffs in the organization. I agree that when we say personnel management it does not directly addresses the personnel manager but the whole workforce that is related to it in a certain organization.
“Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.”http://www.businessdictionary.com/definition/personnel-management.html
Just like the first definition I had gotten, this one also specifies the basic roles of personnel management in an organization. This definition contradicts to what Jon Clark defines that personnel management should not only deal with the personnel managers role.
“Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.”http://www.zeromillion.com/business/personnel/personnel-mangement.html
This is somewhat concur with the idea of Jon Clark because it not only talks about personnel managers. Personnel management here is defined to be a process of facilitating people in an organization concerning how they would be effective end efficient for such positions they’ll be having.
“Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.”
http://www.staffs.ac.uk/uniservices/personnel/management/index.php
In this definition it also talks about the organization or the facilitation of people in an organization. The definition also gives the responsibilities of Personnel Management.
“Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.”http://wiki.answers.com/Q/Definition_of_personnel_management
In this definition personnel management refers to the function of a certain person as to the responsibility to the employees and staff of the organization.
The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.http://dictionary.bnet.com/definition/personnel+management.html
I think this is a simple and easy-to-understand definition of personnel management. In my own understanding this would be just the standard meaning of what personnel management is.
Human Resource Management
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.by Carter McNamara, MBA, PhD
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Unlike personnel management human resource management directly refers to the staffing and deciding employee processes in an organization.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
Similar with the fist definition HRM in this definition also refers to the organizational function or recruitment, staffing and other process concerning staffs and employees.
a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.http://dictionary.bnet.com/definition/human+resource+management.html
This could be summarized as the management or in line with management and strategy in the organization of the workforce in an organization.
Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.http://www.businessdictionary.com/definition/human-resource-management-HRM.html
This definition refers to the planning and the organization of human resources.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5).http://www.answers.com/topic/human-resource-management
Human Resources management in this definition refers to the treatment of people in the organizations. Also on how people are trained for their jobs.
0 comments:
Post a Comment