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 Assignment 9 (Due: before October 03,2008, 13:00hrs)

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PostSubject: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Mon Sep 08, 2008 5:11 pm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.
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PostSubject: What is Human Resource management/personnel management..   Thu Oct 02, 2008 8:55 pm

bounce The globalization of businesses, the emergence of a border less workplace, and technological revolution are creating new challenges for the management of human resources. The changing role that HR plays today is a reflection of the changes that organizations experience in their economic, social, political and legal environments. The international market place is a highly complex and competitive environment and multinational corporations operate under diverse economic, legal, political, social and cultural settings. In this environment, they need a strategic partner to ensure that human resource management programs and services are in place to enable them to sustain competitive advantage globally. As part of the overall change in the nature of HRM, the extent of involvement by the HRM function in the lives of individuals and the community is increasing. Traditionally the focus was limited to employees in the organization. However with a greater awareness of the importance of well-being and the role of family and community in determining well-being, the Human Resource Management function needs to be involved more widely than before.

There are various definition of Human Resource Management/Personnel Management. Among them stated as follows:

  • 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.

The importance of human resource management has increased over the years as organization leaders recognize the critical role played by their employees as a way to obtain organizational effectiveness and competitive advantage. It facilitates the most effective acquisition, development, use and retention of employees. With that, the organization will achieve their certain goals because of the help of their good workforce.

  • Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
Human Resource’s goal is to create organizational effectiveness by ensuring competence in the organization, facilitating change, creating a climate of employee commitment, and sound employee-employer relations. Each of the functional areas crafts programs intended to acquire, develop, motivate, retain competent individuals and maintains sound management-employee relations.

  • Personnel Management is an administrative discipline of hiring and developing employees so that they become more valuable to the organization such as conducting job analysis, HR planning, recruitment and selection, compensation and benefits management and performance management.
These functions enable Human Resource to develop and implement strategies, programs and interventions that are instrumental in realizing organizational effectiveness. They need to work closely together to develop integrated human resource strategies, reinforce desired behaviours, attributes and competencies.

  • Human Resource Management is concerned on adding value to the delivery of goods and services, as well as to the quality of work life for employees, and hence helping to ensure continuous organizational success in transformative environments.
A company’s organization culture could be a significant instrument for maintaining a sustained competitive environment. It is the role of the HRM to provide all the services needed by the employees of the organization. With that, employees will strive hard not just to have the said incentives they can receive based on their performance but also for the success of the company.

  • Human Resource Management is concerned on all the dimensions related to people in their employment relationships, and all the dynamics that flow from it including in the realization of the potential of individual employees in terms of their aspirations.
Some company’s culture of innovation and creativity or excellence in customer service has helped them maintain a competitive edge. That is why during the recruitment process, recruiters select individuals that best fit the organizations aspirations. They make sure that those individuals equip with such innovative thinking will help their organization achieve certain goals. Creation of a vibrant corporate culture where individual creativity, innovative thinking and collaborative spirit are fostered and rewarded based on the mutual trust between employees and management. lol!

Reference:http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
http://en.wikipedia.org/wiki/Human_resource_management
http://www.businessdictionary.com/definition/personnel-management.html
Human Resource Management: Local and Global Perspectives
(MelvaM. Diamante, D.B.A., Genevieve Ledesma-Tan,Ph.D)
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jade mijares

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 12:02 am

I Will First give the definitions of Human Resource Management and Personnel Management that I have gathered and at the end I will share my opinion concerning the definitions


First Definition
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 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.


By Susan M. Heathfield , What is Human Resource? ttp://humanresources.about.com/od/glossaryh/f/hr_management.htm


Second Definition
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.

BNET Business Dictionary http://dictionary.bnet.com/definition/human+resource+management.html


Third Definition
Human Resource management aims to achieve both efficiency and justice, neither of which can be pursued successfully without the other. It seeks to bring together and develop into an effective organization the men and women who make up an enterprise, enabling each to make his own best contribution to its success both as an individual and a member of a working group. It seeks to provide fair terms and conditions of employment, and satisfying work for those employed.

Chris Hendry page, Human Resource Management a strategic approach to employment page 10


Fourth Definition
In essence, proponents of HRM contend that, whereas personnel management is workforce centered, and therefore directed at employees needs, HRM is resource centered, and therefore aimed at meeting management’s human resource needs. In this context, Legge(1989) suggests that HRM emphasizes the development of the management team (with line management having responsibility for employee-related issues) and has a more strategic emphasis
A managerial perspective, with theoretical and prescriptive dimension, which argues for the need to establish an integrated series of personnel policies consistent with organization strategy, thus ensuring quality of working life, high commitment and performance from employees, and organizational effectiveness and competitive advantage.

Martin Loosmore, Andre Dainty and Helen Lingard, Human Resource in Construction Projects (strategic and operational approaches) page 33


Fifth Definition
Human resource management can be defined as the way employees are recruited, organized, trained, appraised, motivated, and retained.
Through planning and managing their people, organizations can achieve their goals.
There are still many organizations that get mixed up with human resource management and personnel management. In the latter, most of the tasks carried out are administrative in relation to employee matters. When we talk about human resource management, we are defining employees as resources that are managed effectively to get some form of returns.

Getting to Know the Strategic Human Resource Definition...and Related Terms http://www.strategic-human-resource.com/strategic-human-resource-definition.html


Having given five definitions from different sources, I could clearly say that there is no clear or exact definition of Human Resource Management or Personnel Management. Other definitions are lacking some critical information on what HRM is. Some even define HRM and Personnel Management as two different things. I for one do not believe that. For me HRM and Personnel Management are just the same thing thus they do not differ from each other. Definitions 1, 3 and 5 combined together would be my definition of what HRM is. Definitions 1 and 5 are basically the same. They both point out that HRM is implemented for the benefit of employees (specifically the rank and file) and through taking care of the employees the company in turn is benefited as stated in Definition 5. It involves training, recruiting, benefits and wellness or health. This is all true but HRM is more than that. Definition 3 completes what is lacking in both definitions 1 and 5. In Definition 3 HRM is portrayed as the “man in the middle” which is a very important function. HRM should promote justice in the workplace not only for the employees but ALSO for the company. HRM is the arbiter that protects both rights of the company and the employees. It is on everybody’s side and with no one’s.

Definition 2 is a bit confusing. In definition 2 human resource management is not for the human resource, it is for the company. HRM is there to make sure that the organizational output is at the least satisfactory. I already stated earlier that I am not inclined to this idea. I could not totally refute the definition of number 2 for in a way there is a grain of truth in it but, the main function of HRM has been missed.

I Disagree with definition 4 on the grounds that it states that HRM is different from Personnel Management. Definition 4 further states that HRM is for the managerial employees while personnel management is for the rank and file. HRM and personnel management are one and the same for me.


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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 12:39 am

Various Definitions of Human Resource Management

1."Human Resource Management encompasses those activities designed to provide for coordinate the human resources of an organization."
HUMAN RESOURCE MANAGEMENT, Sixth Edition
Lloyd L. Byars and Leslie W. Rue


I will agree with the authors about their definition of human resource management because it really deals those activities that encompasses the human resource of an organization.


2."Personnel Management may be defined as the process of developing, applying policies, procedures, methods, and programs relating to the individual in the organization."
PERSONNEL AND INDUSTRIAL RELATIONS, A MANAGERIAL APPROACH, Fourth Edition
John B. Miner and Mary Green Miner

The definition here about personnel management is just the same as the definition above only that it specifies some activities of personnel management.

3."Human Resource Management or Personnel Management consists of managerial functions of planning, organizing, directing and controlling of the human resources of an organization using the personnel operative functions of: personnel planning; recruitment; selection and placement; training and development: performance rating; compensation; maintenance; and labor relations to accomplish individual, organizational and societical goals or objectives."
PERSONNEL MANAGEMENT, THE EFFECTIVE MANAGEMENT OF EMPLOYEES
Pacita Arguelles Abasolo

In this definition, the author really stated the functions of human resource management or personnel management such as personnel planning; recruitment; selection and placement; training, etc.

4."Personnel Management has been described as the field of management which has to do with planning, organizing, and controlling various operative functions of procuring, developing, maintaining and utilizing a labor force such that the

a.) Objectives for which the company is established are attained economically and effectively
b.) Objectives of all levels of personnel are served to the highest possible degree
c.) Objectives of the community are duly considered and served."
PERSONNEL MANAGEMENT, Third Edition
Conrado P. Angeles, Rolando M. Garcia

In this definition, it stated that personnel management has functions such that the objectives of the company, personnel and the community are also being taken care of. I think this definition is also nice because it includes the objectives of the community and not only the about the company and the personnel.

5. Personnel Management refers to the handling, directing,and controlling of individual employees rather than of employee as a group. It deals with individual relationships, including employees problems with management with employees as non-organized groups. It covers the acquisition and retention of competent employees through proper recruitment, selection, placement, utilization and development.
PERSONNEL AND HUMAN RESOURCE MANAGEMENT, Sixth Edition
Perfecto S. Sison

In this definition, personnel management focuses on individual employees rather than employee as a group and it really must include employee relations because it is one of the most important factor in an organization.


The 5 definitions above are almost the same because it deals with one thing- the people in an organization.
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PostSubject: Various definitions of personnel management and human resource management:   Fri Oct 03, 2008 1:27 am

Arrow 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. (http://humanresources.about.com/od/glossaryh/f/hr_management.htm)


Idea hrm - it's a basic division of a company, wherein in here the whole employees of the company comes, it is liable to all the manpower that the company needs, its main function is to provide the company the better and well organized staff. It is also liable for the termination of the employees.


Arrow Torrington and Hall (1987) define personnel management as being:
“a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled".


Idea The definition about HRM by Torrington and Hall is considered a fact, but the workforce must have the necessary resources and workforce needed to accomplish its target. Time-preservation is a must to meet the deadline. And as such for the quality of the job given, a specific training program must be conducted for the new and the current employees so that continues flow will be maintained in the company.


Arrow While Miller (1987) suggests that HRM relates to:
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage".


Idea In other words, HRM helps managing human relations. It is the process of attracting, developing, and maintaining a quality workforce. In attracting a quality workforce, human resource staff should know the kind of employees they want to hire and the jobs that are suited for them. In developing, the management should set standards to achieve quality performance. And lastly, to maintain a quality workforce there should be compensation and benefits, retention and turnover and the employees should know their rights. Having these characteristics in a HRM, it is possible to sustain competitive advantage.


Arrow Personnel Management
-the endeavor management task of properly managing the human resources of an endeavor or center.

(http://www.opfro.org/index.html?Components/WorkUnits/Tasks/Management/PersonnelManagement.html~Contents)


Idea personal management - it's a task that provides personalized task of a desired division in a certain company, in this type of management, you were able to choose your own flow of work wherein, you were be liable for the division of work in your company.


Arrow "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).


Idea Human resource management should see to it that all employees of an organization should be given enough profit, suitable salaries and benefits including bonuses, loans, etc. HRM should also see to it that the rights of the people in an organization are being practiced so that there would be no maltreating taken place. Another, is that HRM is responsible for solving problems that may arise between the people in the organization and the organization itself.




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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 2:04 am

1. )
Personnel Management is a part of management concerned with people at work and their relations within a firm.

Source: "Personnel Management." Microsoft® Encarta® 2006 [CD]. Redmond, WA: Microsoft Corporation, 2005.

This definition basically describes the Personnel Management as one of the branches of the very broad topic of Management.

2.)
Human resources management is the art and science of acquiring, motivating, maintaining and developing people in their jobs in the light of their personal, professional and technical knowledge, skills, potentialities, needs and values and in synchronization with the organization philosophy, resources and culture for the maximum achievement of individual, organization and society's goals.


Source: Martires, Concepcion Rodil. Human Resource Management Principles and Practices.Diliman, Quezon City: National BookStore Inc.,1988

Among the definitions of HRM that I featured, I think this definition by Martires is the most comprehensive and complete. It pretty much described HRM according to it's nature, scope and goals.

3.)
Personnel Management is the managerial aspect of industrial relation. It is a term applied to "the management of manpower and is concerned with the methods and techniques by means of which the purpose of the industry may be most effectively served through the efficient control of manpower".

Source: Miranda, Gregorio. Human Resource Development Revised Edition.Valenzuela, Metro Manila: National BookStore Inc., 1987

I think this definition just made it clear that Personnel Management is just a management function of HRM.

4.)
Human Resources Management is the management of the employment relationship with the purpose of enhancing the achievement of organizational objectives and goals.


Source: Clark, Robert. Australian Human Resource Management Framework and Practice.McGraw-Hill Book Company Autralia Pty Limited, 1991

Yep I agree. This definition describes HRM in a general point of view.

5.)
Human Resources Management can be defined as a "strategic and coherent approach to the management of an organisations most valued assets - the people working there who individually and collectively contribute to the achievement of its goals"
(from A Handbook of Human Resource Management Practice - Michael Armstrong - 2000 revised edition).

Source: http://hrexpert.blogspot.com/2007/08/human-resource-management.html

This definition emphasized the importance of the human resource as a whole and its role in the sucess of any organization.

To wrap it up, I think that Personnel Management is closely related to HRM but not entirely the same. According to Martires (1988), Personnel Management is subsumed in human resources management..
The way I understand it.....PM is a part of HRM.
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PostSubject: assignment_9   Fri Oct 03, 2008 2:24 am

Here are some of the definitions of Human Resource Management and Personnel Management. Actually,personnel management is just a synonym for human resource management and is often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce.

According to Torringtlon and Hal (1987) personnel management is a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled.
http://en.wikipedia.org/wiki/Human_resource_management

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 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 t Management he Human Resource Strategy and associated programmes of work.
http://www.staffs.ac.uk/uniservices/personnel/management/index.ph

Miller (1987) suggests that HRM relates to those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage
http://en.wikipedia.org/wiki/Human_resource_management


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.
-Carter McNamara, MBA, PhD
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm


The management function of an organization that deals with recruitment, placement, promotion, training, and development of company employees.
-Christina Tentis and Andrew Bowe
http://shrm.uwstout.edu/


I think I had to agree with all those definitions,well,anyways, it cannot be seen on the net if it isn't true. I mean, of course, all of those definitions are precise. Human resource management is very critical in an organization and in fact, an organization cannot really stand without the presence of human resource management. Before a certain company is establish, the owner with the stockholders had already planned and designed the company including the human resource. One cannot imagine a company without a human resource just like you cannot imagine seeing a living man without a heart. Yes, that was the exact words of the HR manager we had interviewed. Human resource is the heart of an organization, it gives life to the organization, without it, the company cannot really live. Human resource deals with the people, took good care of the people who are working for the company. And the workforce that do all these things are sometimes referred to as personnel management.
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PostSubject: Assignment 9   Fri Oct 03, 2008 3:14 am

The following Definitions of HUman REsource Management/ Personnel Management:

1. In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.

reference: written by: Written by Malcolm Tatum http://www.wisegeek.com/what-is-personnel-management.htm

2. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

reference: wikipedia, free encyclopedia .........http://en.wikipedia.org/wiki/Human_resource_management


3. 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.

reference: Susan M. Heathfield.....http://humanresources.about.com/od/glossaryh/f/what_hr.htm

4. 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.

Source: Managing a Small Business ....http://www.bizmove.com/personnel/m4a.htm

5. 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" .


Source: (Cherrington, 1995, p. 5)....http://www.answers.com/topic/human-resource-management



CRITICS:

All the definitions are all concerned on the welfare and performance of the employees. The number one definition, tackle about the policies of the company in which naturally followed by the employee. This policies are for the benefits of both party.

The second definition tells about the importance of the human resource in the company, it tells that they are the assets of the company. in addition, without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Thus, human resource management works to ensure that employees are able to meet the organization's goals.


While the Third one, tells about benefits of the employee he can get from the company as a payment for the rendered service. It deals compensation, wellness and safety in which all that are the reason why people. The safety must be concerned of the company for in the field of work it accidents prone area, it identifies how the company treasure their employees.

The forth one it defines who are the concerned of the personnel management it covers all the employees it might be top executives down below as long as it works in the company and gave services. It also states how the employment starts, which begin on recruitment to scrutinize whose applicant is/are capable on the job.

The last definition tells about the proper treatment to the employee. People must taking good care in th e organization for they are the one work hard for the improvement and successful of the business or in the organization. The company should find something to motivates its employees for more productiveness and competitiveness.

As a last statement about this topic i say that Human Resource Management(HRM) must treasure its employees and build a good relationship in both parties-employee-employer relationship that the has a main goal of helping each other for the improvement of the company.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 5:49 am

.-.various definition of personnel management to HR management.-.

Sleep Ring

Basically this one is rather an oxymoron. Personnel management was the politically correct term used by most large organizations that dealt with most of the people who worked for that organization. Personnel departments normally did rather routine tasks such as payroll, salaries, attendance, time cards, employee insurance, and some big ones acted as liaisons for management and employees and unions.

Human Resources encapsulates everything that is mentioned in the personnel management description; however, with a bit of flare, and a whole load of other responsibilities vis-a-vie employee counseling, stock options, pension planning, actual interviewing for job placement, and membership to the Society of Human Resource Managers, there really is basically nothing different whatsoever.

Now the distinction between the two is growing wider. Personnel management deals with a more individualized approach which eventually leads to such positions as agents, bookers, basically, less people but a closer relationship.

Human resources is really macro in size; although, there are more issues to address anytime when working with people, human resources normally refers to employee business on the bigger scale.

Human resources became the politically correct way of addressing Earth's most valuable resource…the human being. Its spin I know; yet, which sounds better to you? (The real truth: There really is very little difference.)

Sleep Alfred E. Newman

Personell management handle people,human resource handle the stuff that people need.

source: http://answers.yahoo.com/question/index?qid=20060913080145AAoiPYo


Sleep Aki

Human resources management and personnel management are often used interchangeably. The differences, if any, between the two are very subtle and more philosophical in nature.

Personnel management is a more administrative job in nature. It deals with the payroll of the company. It is that branch of management that must function in compliance with employment laws. The tasks are more of the routine type, in contrast with the broader and more dynamic scope of human resources management.

On the other hand, the human resources management of an organisation is responsible for the overall management of the workforce in the organisation. The efficiency of the human resources management of an organisation in coordinating the activities of the staff is, in fact, one of the primary reasons for the success of the most successful corporate houses in the world. Personnel management, in short, is a function of management that has a narrower scope than human resources management.

source: http://www.blurtit.com/q164135.html

Sleep jque molleja

They are syonymous. In the 1980s the term "human resources" was originally brought in as a politically correct alternative to the personnel function of "manpower planning" ("man" being a contentious word then). Very soon HR came to cover the entire spectrum of personnel administration (e.g. recruitment & selection, discipline & grievances etc.).

I don't like the HR term, because it puts me at the same level as all the other assets of the organisation (land & buildings, plant & machinery, fixtures & fittings, cash at hand and in bank etc.). I mean ... would the venetian blinds, where I work, ever get 10 points for the best answer in Yahoo?

Sleep ranto

They are the same. Human Recources is the PC version of Personnel

source: http://answers.yahoo.com/question/index?qid=20060913080145AAoiPYo

Sleep sleepy nah poh au...ajah! Sleep
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PostSubject: a9   Fri Oct 03, 2008 7:03 am

Below are the definitions of Personnel Management


1.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

2.An individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company

http://www.wisegeek.com/what-is-personnel-management.htm

3.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.

http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

4.The personnel management can be the following:

Compensation and benefits manager
Employee relations officer
Equal opportunities officer
Human resources officer
Occupational psychologist
http://www.prospects.ac.uk/cms/ShowPage/Home_page/Explore_types_of_jobs/Types_of_Job/p!eipaL?state=showgrp&grpno=L1

5.A personnel management system allows your human resource team to manage the best candidate for each open job requisition. The personnel management solution also provides templates that can be used to standardize personnel management communication.

http://www.taleo.com/research/g-personnel-management-11.php

Actually personnel management is a term replaced by Human Resource Management. I agree to all of the definition above, for the mere fact that each of the personnel or the workforce within the company should be manage by a certain group for a better flow of good relationship among the company. The beneficiary of these activity are both party.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 9:21 am

Here are some definitions of human resource management (personnel management) an their corresponding scopes or limits.

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, (Cool resolving disputes, (9) communicating with all employees at all levels.

http://www.businessdictionary.com/definition/personnel-management.html

This definition has many components including resolving disputes which are not included in some other definitions.
But it does not include law matters and employment condition like the others.


________________________________________________________________________________________________________________________


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, wellness, benefits, employee motivation, communication, administration, and training.

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

This definition lacks other components like health and safety of the personnel. It does not include some matters concerned with the law, and some components like employment condition and many more.


________________________________________________________________________________________________________________________


Human resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance, Employee Relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues.

The objective of Human Resources is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.

http://en.wikipedia.org/wiki/Human_resources

The definition is more or less complete compared with the others which limit their scopes in certain aspects. The definition
is also more concern with the law and its implementation in the human resource management.


________________________________________________________________________________________________________________________


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

This definition also does not include the implementation of law in human resource management. It only concerns matters within organization that focuses on conditions of employment, performance appraisal, training, industrial relations, and health and safety.

________________________________________________________________________________________________________________________


Business Definition for: Human Resource Management

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

The definition is only limited to individual rather than taking a collective approach. Since in human resource management, people were managed collectively and not individually. The definition also lacks in stating the components of human resource management like training, compensation and benefits, recruitment, appraising and many more.



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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 10:38 am

DEFINITIONS OF HUMAN RESOURCE MANAGEMENT AND PERSONNEL MANAGEMENT:

Arrow 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.

-Author: Susan M. Healthfield,About.com-
Source:[http://humanresources.about.com/od/glossaryh/f/hr_management.htm]

ExclamationExclamation The definition lacks other components of Human Resource Management like health of the personnel. It does not even include employment condition which is also one of the component of HRM but still, it was properly stated some of the functions of a Human Resouce Management.

Arrow Personnel Management is 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.

-Author: BNET Business Dictionary-
Source: [http://dictionary.bnet.com/definition/Personnel+Management.html]

ExclamationExclamation This definition only concern with organization that focuses on the conditions of employment, performance appraisal, training, industrial relations, and health and safety.I agree that personnel management is part of management that is concerned with people and the relationship at work because I believe that this definition is one of the major function of a personnel manager.

Arrow "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"

-Author: (Cherrington, 1995, p. 5)-
Source: [http://www.answers.com/topic/human-resource-management]

ExclamationExclamation The definition focuses on how an employee is treated in an organization. This definition fails to include the different components of Human Resource Management like health, safety and some common usage like firing and trainings.

Arrow Define personnel management as being: “a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled"

-Author: Torrington and Hall (1987)(p. 49)-
Source:[http://en.wikipedia.org/wiki/Human_resource_management]

ExclamationExclamation In this definition personnel management are usually used in a more restricted sense in describing activities that are considered as necessary in the recruitment of a workforce, providing each member with proper payroll and benefits, and also in administrating the employees work-life needs.

Arrow HRM relates to: ".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

-Author: While Miller (1987)(p. 352)-
Source:[http://en.wikipedia.org/wiki/Human_resource_management]

ExclamationExclamation The definition is concern with the decisions, actions and implementation of strategies but it fails to define the functions and components of HRM like hiring, firing, training, safety, compensation and more.

Idea Idea Idea Idea Idea Idea

As a whole, all the definitions about Human Resource Management and Personnel Management are true and I agree with it though some of them fails to define the other functions, components, usage and law of an HRM and personnel management. Human resource is then considered as the heart of an organization, without it, the company cannot really stand. I agree that Human resource deals with the people,manage and took good care of the people who are working for a certain company. And the workforce that do all these things are sometimes referred to as personnel management.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 11:04 am



Last edited by Fatima Paclibar on Sat Oct 04, 2008 12:36 am; edited 1 time in total
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PostSubject: assignment 9   Fri Oct 03, 2008 11:09 am

1st definition:

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.

Author: Carter McNamara, MBA, PhD
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

2nd definition:

In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.

One aspect of company organization that definitely requires 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, guidelines for dismissals and promotions, 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.

Written by: Malcolm Tatum
http://www.wisegeek.com/what-is-personnel-management.htm

3rd definition:

Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance.

The HRM model emphasises:

* the need to search for new ways of working
* the central role of managers in promoting change
* the treatment of workers as individuals rather than part of a collective workforce
* the encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them'

http://www.humanresourcemanagement.co.uk/resourcemanagement.htm

4th definition:


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

5th definition:

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

author: While Miller (1987)
http://en.wikipedia.org/wiki/Human_resource_management
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PostSubject: Assignment 9   Fri Oct 03, 2008 11:12 am

1."Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks."

-N. Madison >> http://www.wisegeek.com/is-there-a-difference-between-human-resources-and-personnel-management.htm

Critique:
This definition implies that Personnel Management is under the scope of Human Resource Management which is precisely correct.

2. "Human Resource Management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives."

- Malcolm Tatum >> http://www.wisegeek.com/what-is-human-resource-management.htm

Critique:
HRM indeed does not only concern the development of the corporation but also with its employees. Malcolm has defined HRM very well.

3. "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."

-Carter McNamara, MBA, PhD >> http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Critique:
I think that one of the functions of HRM is also to maintain good relationship to the employees as well as the employees to their co-employees. Although "dealing with performance issues" has been mentioned, attitude towards co-workers is still different.

4."Personnel Management, part of management concerned with people at work and their relations within a firm. The main functions of the personnel manager usually include staff recruitment, training, and welfare. The term personnel management is somewhat misleading in that it is usually line managers who manage the work force, while personnel managers provide a mainly supportive and advisory service."

- MSN Encarta, Encyclopedia Article >>http://encarta.msn.com/encyclopedia_762506693/Personnel_Management.html

Critique:
This definition is so helpful, especially to those who are confused about the function of managers/line managers to those of personnel managers.

5. "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."

-BNET Business Dictionary >> http://dictionary.bnet.com/definition/Personnel+Management.html

Critique:
This definition is an opposite on the first (1) definition. THis definition states that HRM is a model of Personnel Management. This is quite confusing.. Question


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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 11:36 am

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives.

www.wisegeek.com

  • In this definition, it was clearly stated here that the employee’s compensation and benefits are to be ensured in order to achieve the operational objectives of the organization, but they must not forget that training and motivation of the employee is also important for the employee to give the quality service to the organization.



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.

www.managementhelp.org

  • This definition only seeks for the best employee without stating the benefits and compensations the employee could get in working with the organization.



In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.

www.wisegeek.com

  • This definition also lacks benefits for the employee for its only concerned in the performance of the employee with in the organization.



The Human Resources (HR) function provides significant support and advice to line management. The attraction, preservation and development of high caliber people are a source of competitive advantage for our business, and are the responsibility of HR.

www.management-hub.com

  • This definition states the significance of the HRM in the organization. It also focused in the quality service the employee could give in the 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, (Cool resolving disputes, (9) communicating with all employees at all levels.

www.businessdictionary.com

  • This definition is much more complete than the others because it stated here what the employee could give in the organization and what the organization could give in the employee in return.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 11:55 am

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


Arrow Human Resource Management maintains effective communications with agencies and employees statewide to promote cooperation, problem solving
and understanding of personnel policies, the Merit Rules, and sensitive
workplace issues. Communications include publications, training, and
frequent, direct personal contacts with employees and agency management.




The effective management of an organization has something to do with having an attachment to the employees and communication in both party to promote cooperation for a harmonious relationship between employees and the administration.

Arrow Human Resource Management (HRM), located in the Office of Management and Budget, provides state employees with a variety of services, tools, resources, and expertise to help build a high quality workforce based on merit principles.




In Human Resource Management, the main concern are the people in the organization. To provide expertise and to help build a high quality workforce for the employees to the betterment of an organization.


Arrow Personnel management refers to the process of attracting, selecting, training, developing and promoting employees through an organization. Managers who focus on developing talent in-house ensure their employees have the tools and resources they need to perform well, receive proper compensation and transition to leadership roles. Internally developed leaders are valuable assets because over time they have developed the necessary core competencies and internalized company values.

Communication between supervisors and employees is also very important, specifically about the skills and knowledge that align with company goals. By communicating what senior leaders see as important future human capital needs, employees are more engaged and see a greater opportunity to invest in their own development.


http://www.successfactors.com/info/en/talent-management/?source=Business.com&lead_source=Paid Search&kw=human_resource
_management_software&PCID=S16205x003&keyword=human_resource_management_software


Another concern regarding on human resource, are promoting and developing its employees for them perform well and developed the necessary core competencies and internalized company values.


Arrow The Office of Personnel Management (OPM) has the overall responsibility of administering the state's personnel system and establishing necessary policies, procedures and regulations to ensure system uniformity in accordance with state and federal law. OPM offers diversified personnel service programs to all state agencies and institutions of higher education to assist in the achievement of human resource management goals and objectives.




I agree, that Personnel Management is the over all responsible of administering the personnel and establishing necessary policies, procedures and regulations, and also response to the grievances of the employees.

Arrow It is primarily responsible for public sector management, specifically as it relates to performance, human resources, and organization management.

The Department of Personnel Management recognizes that in order to maintain highest integrity and excellence as a professional organization, it is important to have a set of values within the organization. The Department has therefore should have a set of values as an integral part of its organizational culture.




This definition tells that personnel management relates to performance of the employee, human resources, and organization management. And also a set of values as an integral part of its organizational culture.
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PostSubject: From Human Resource to Personnel Management   Fri Oct 03, 2008 12:57 pm



Exclamation 1. "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."


sunny The definition given by Ms. Heathfield is brief yet not concise. She failed to elaborate most of the important functions of HRM. Yet this definition clearly gives an overview of the role of HRM and that is to get human resource for the company or organization.


Exclamation 2. "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."



sunny Mr.McNamara gave a brief and concise description of human resource management functions in a company. HRM, as defined by Mr. McNamara is the sector that gets the needed human resource and makes sure that they function as expected.


Exclamation 3. "Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. "

Source: http://en.wikipedia.org/wiki/Human_resource_management
Author:Armstrong, Michael (2006). A Handbook of Human Resource Management Practice


sunny Amongst all of the definitions I have gathered, I think that the statement above clearly states what human resource is (yet on a more general point of view). Also the confusion between the two terms personnel management and human resource management was enlightened. Here one can derive the idea that HRM/ personnel management is not only a business practice but also an academic theory that is widely used in a community to establish and manage a workforce or human resource.


Exclamation 4. "In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resource management."



sunny In the statement above, it was mentioned that the terms human resource and personnel management are the same and thus can be used interchangeably. As defined above, in handling the affairs the needs of a company on its human resource and in facing the needs of the human resource itself it is called as human resource management.


Exclamation 5. "Personnel Management surmounts the aforesaid, with its latest thoughts, emphasizing and envisaging hardly on the feelings and emotions, catering to their needs personally and officially , encouraging the non potential to bridge the gap by training and motivating via the appliance of monetary benefit. It is interesting to note that human resource are the only assets which do not depreciate . "



sunny In this column written by M. Felix C., he tends to give the idea that personnel management, as mentioned in the other statements before it, that it deals with not only with catering the human resource needs of a company but it also gives importance to giving the needs of the workforce like giving them the benefits and salary they are entitled to receive, and making sure that they are all well and happpy in the environment they are in to produce the expected results for the company.


Exclamation 6. "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."




sunny Lastly, personnel management as explained by Mr. Allis is ensuring that people/ employees are placed in matched with jobs/tasks which they are good at, so as to use their skills to its maximum extent and reach the established goals of the environment they are in.

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PostSubject: Assignment 9: Personnel / Human Resource Management definitions   Fri Oct 03, 2008 1:09 pm

santa

Exclamation Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contributes to the achievement of the objectives of the business.

Source: Wikipedia

Idea =The employees are truly the most valuable resource of an organization. Thus, the management of these human resources must be deliberated and articulated. It is clearly stated how the employees contributes much to the achievement of goals of an organization. Hence, the HR management should play well to motivate and meet the needs of the workers for their performance affect the quality of work production.

Exclamation 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.

Source: STAFFORDSHIRE UNIVERSITY http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Idea =This definition is based primarily on how personnel management is being implemented in a certain university. Personnel management to their perspective doesn’t only include the hiring and developing their personnel, but also its function brings in the responsibility of implementing rational employment policies.

Exclamation Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives.
Source: wiseGEEK http://www.wisegeek.com/what-is-human-resource-management.htm

Idea =It is being stressed in the said definition that the management of human resources has 2 vital roles to play. Practically, the potentials of each individual must be skillfully utilized to achieve the goal of an organization. However, it is not only limited to this. The HR management should also see to it that there is mutual advantage or advantage of both the parties. The personal satisfaction of the workers should also be seen by the management to ensure that the efforts of the human resources and the payment/salary they receive are balanced.

Exclamation 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.

Author: Assembled by Carter McNamara, MBA, PhD
Source: Free Management Library A COMPLETE INTEGRATED ONLINE LIBRARY FOR NONPROFITS & FOR-PROFITS http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Idea =Unlike exactly what are stated in the other definitions, here it is clearly indicated that the responsibility of the HR manager doesn’t only covers hiring and acquisition, and the development of the human resources, and determining what do they need, but it is how these shall be met and dealt with to be used as benefits of the company.

Exclamation Personnel management is the administrative discipline of hiring and developing employees so that they become more valuable to the organization.
Source: BusinessDictionary.com
http://www.businessdictionary.com/definition/personnel-management.html

Idea =Administrative discipline refers to “managerial” or “executive” regulation. Based on the definition above, I could say that personnel management involves governmental authority to manage employees which are part of the company or organization. Truly, managing personnel includes high discipline to handle such massive workforce.


Exclamation 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.
Source: About.com
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Idea =For sure, HRM is an organizational function that deals with issues related to people working in the company such as compensation, hiring, and benefits. Not only that, it is also responsible for guiding the workforce towards the achievement of the organization’s goals.


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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 1:11 pm

These are the definitions that I was able to gather when I was searching.

"Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analysis, (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, (Cool resolving disputes, (9) communicating with all employees at all levels."


http://www.businessdictionary.com/definition/personnel-management.html

-This is the definition of personnel management by the business dictionary.com. Based on the what is stated, it is more on the development of the worker in an organization or company.




"Human Resource Management (HRM) consists of all the activities in an organization involving the acquisition and utilization of human resources. The most important activities of HRM are human resources planning, recruiting and selecting, training and developing, utilizing, and rewarding employees. (Haksever p217) Personnel management is another term for Human Resource Management that is used by many organizations. Which ever it is called, it is a very important part of any organization. There may be a specific human resource manager or one of the managers of the business may just take on the extra tasks."

http://academic.emporia.edu/smithwil/001fmg456/eja/bergman.html

-The definition of the HRM here pretty much the same with the first source. Although the first one is personnel management, the scope of each are almost the same or they have the same agenda or goal.


"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

-Here, they put an emphasis on the people working on the organization along with the issues that is related to the workers.




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 is straightforward. They want to help the people working to be succesful.


The focus of human resource management (HRM) is to manage people within the employer-employee relationship (Stone, 1995). However, such a broad definition is unable to distinguish HRM from its‘ predecessor’ - Personnel Management. Some say that HRM "involves the productive utilisation of people" (Stone, 1995: p. 4), and is therefore more proactive than Personnel Management (Harrison, 1993: p.32). Others say that HRM is unique in that it seeks to strategically integrate the human resource (HR) function within the overall corporate strategy (Boxall, 1996; Skelton, 1996). Furthermore, HRM can be described as having a ‘hard’ and a ‘soft’ version. Such elasticity in the use of the term HRM makes the development of a general theory for HRM seemingly impossible.

http://www.exampleessays.com/viewpaper/63422.html


- Here, they gave a comparison between Personnel Management and the HRM. In Human Resource Management, it is bringing out the best of the people for them to be successful and also for the benefit of the organization. ^^
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felix sumalinog jr

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PostSubject: Assignment #9   Fri Oct 03, 2008 1:12 pm

Various definitions of Personnel Management and Human Resource Management and their Authors and Sources

1. Human resource management is the main function and responsibility of management because the organization is comprised of people. Human resource management means that the management of the human resources is primarily a function of and the responsibility of line supervisors and managers who are responsible for planning, organizing, directing, controlling, and coordinating the work of their subordinates to attain the desired objectives. Thus, all supervisors and managers perform human resource management functions in their own respective units.
Personnel management is the function of management concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization through proper planning, organizing, directing, coordinating, and controlling of activities related to procurement, development, motivation, and compensation of employees to achieve the goals of the enterprise.

Source: Personnel and Human Resources Management, 6th Edition, C 1991, by: Perfecto S. Sison
My Comment: The definition of Human Resource Management and Personnel Management in this book is that the primary responsibility of human resource management belongs largely to personnel manager and human resource manager.

2. Human resource management is the management of the organization’s employees. HRM consists of all the activities required to enhance the effectiveness of an organization’s work force to achieve organizational goals and objectives. Human resource management plays a key role in the flow of the physical resources throughout the organization.

Source: MANAGEMENT: Challenges in the 21st Century, 3rd Edition, C 2005, by: Pamela S. Lewis, Stephen H. Goodman, and Patricia M. Fandt
My Comment: The definition of Human Resource Management in this book is that HRM is a management of major-key-role physical resources. The definition of HRM is a goal-driven management and it means the achievement of the goals and objectives of an organization depends on the effectiveness of human resource management.

3. Human Resource Management is specifically charged with programs concerned with people- the employees. Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.
The term Human Resource Management is now widely used though some people still refer to a personnel management.

Source: Human Resource Management, 10th Edition, C 2007, by: John M. Ivacenich
My Comment: The definition of Human Resource Management in this book is similar with Management: Challenges in the 21st Century. HRM is more advanced because it creates programs that handle the management of people.

4. Human Resource Management encompasses those activities designed to provide for and coordinate the human resources of an organization. The human resources (HR) of an organization represent one of its largest investments. Human Resource Management is a modern term for what has traditionally been referred to as personnel administration or personnel management.

Source: Human Resource Management, C 2000, by: Lloyd L. Byars and Leslie W. Rue
My Comment: This book emphasizes Human Resource Management is a new term for an old-school terms, Personnel Administration or Personnel Management. This book also emphasizes HRM is an investment of any organization.

5. Human Resource Management involves the planning, acquisition, and development of human resources necessary for organization success. Human Resource Management’s broader definition underscores the point that people are valuable resources requiring careful nurturing.

Source: Management, C 1995, by: Robert Kreitner
My Comment: The definition of HRM in this book is about human resources as valuable resources that need tender, loving, and care management just like managing or growing up an infant or a baby.


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Jerusalem M. Alvaira



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PostSubject: Assignment 9   Fri Oct 03, 2008 1:15 pm

1. Personnel Management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational, and societal objectives are accomplished.

Personnel Management by Edwin B. Flippo

In this definition, personnel management has been defined well in this book because the scope is not only limited in the accomplishments of the organization’s objectives but most importantly, it covers the societal objectives that may be attained with good personnel management.

2. Human Resource Management is a modern term for what has traditionally been referred to as personnel administration or personnel management. However, some experts believe human resource management differs somewhat from traditional personnel management. They see personnel management as being much narrower and more clerically oriented than human resource management.

Human Resource Management by Lloyd L. Bryars and Leslie W. Rue

The definition above focuses more on the difference between the Human Resource Management and Personnel Administration/ Management terms. It was stated in the definition that experts see personnel management as a narrower term and the scope of the human resource management has not been clearly stated.

3. Personnel Administration is the process of supporting the attainment of organizational objectives by continually acquiring, developing, and effectively utilizing the human resources in the organization.

Personnel Management: A Situational Approach by Donald P. Crane

Personnel Administration may also refer to personnel management. However, the latter is the most widely used term as what I read on the fourth definition.

The definition above is almost the same as the definition in the first number, which is Personnel Management. The only difference is the scope of Personnel Administration, which is limited only in the accomplishments of the objectives of the organization and does not go beyond the organization.


4. Personnel Management refers to the handling, directing, and controlling of individual employees rather than of employees as a group. It deals with individual relationships, including employees’ problems with management; i.e., the relationships of management with employees as non- organized groups. It covers the acquisition and retention of competent employees through proper recruitment, selection, placement, utilization, and development. Employee relations and personnel administration are sometimes used to mean personnel management, which is the most widely used term.

Personnel and Human Resource Management by Perfecto S. Sison

This definition showed how proper personnel management is being done which was stated in the first sentence. The definition does not only cover what is in employee – management relations but it also showed the scope of the roles of the human resource department which spans from recruitment to employee movements.


5. Human Resource Management is the art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional, and technical knowledge, skills, potentialities, needs and values and in synchronization with the organization philosophy resources and culture for the maximum achievement of individual, organization and society’s goals. The process implies the five functions of management, which are planning, organizing, staffing, directing and controlling. Human Resource Management deals only with people so that they can manage the other resources within their domain of responsibility efficiently and effectively.

Human Resource Management Principles & Practices by Concepcion Rodil Martires

If I were to rate the definition from 1-5 where one (1) is the highest, I will give two (2) to this definition of human resource management because it viewed human resource management as both a science and an art. Moreover, the author gave further details about the topic unlike how human resource management was defined in number 2 where it was viewed as a modern term for personnel administration or personnel management. Lastly, the definition showed the scope, functions and responsibilities of human resource management.


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kate_mariel_dizon

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PostSubject: Assignment 9: definitions of Personnel management and Human resource management   Fri Oct 03, 2008 1:16 pm

1. 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

- The above definition is very simple but it actually summarizes everything that I have learned from class. Basically, it presents the outline of the functions of Human Resource Management.


2. Torrington and Hall(1987) defines personnel management as being a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled.

- The definition given above about personnel management is focused on the relationship of the organization and its human resources. I think that it is a very good definition of personnel management because it doesn't only speak about the workforce in a business-oriented way but also about their relationship and how it affects their performance in the organization.

3. Miller (1987) suggests that HRM are those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage.

- I think that the definition above speaks in the business perspective. It is one-sided in its approach because it sees human resources only as tools for the success of the business, which is actually true. However, I would prefer that human resource management be described in a way that presents both the organization and human resources' sides.

4. According to BNET Business Dictionary, personnel management is 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)

- This definition is actually confusing because it implies that human resource management is derived from personnel management. Although I could agree with that idea because I read in other sources that human resource management is a branch of personnel management, basically they perform the same function. Many sources use the terms personnel management and human resource management interchangeably.


5. 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.
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

- Basically, the above definition is still the same with the other definitions I have found. I agree that human resource management involves taking into account the personnel needs of your organization- what types of employees the organization needs and such. Of course, from the word "management", these people in the organization need to be taken cared of and this is the primary function of HRM. study

So, the definitions that I have given above are all correct and agreeable. However, I must admit, that I was rather disappointed because all of them speak about HRM/PM in the organization's point of view, particularly what benefits proper HRM/PM brings to the organization. I wanted to find a definition that describes HRM/PM in the human resources' perspective, particularly what the effect of proper HRM/PM is to the human resources themselves...


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Fatima Paclibar

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 1:17 pm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

* First Definition


Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

source: http://en.wikipedia.org/wiki/Human_resource_management

* Second Definition


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.

source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm

* Third Definition


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.

source: http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

* Fourth Definition


Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance. The HRM model emphasises:

* the need to search for new ways of working
* the central role of managers in promoting change
* the treatment of workers as individuals rather than part of a collective workforce
* the encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them'

source: http://www.humanresourcemanagement.co.uk/resourcemanagement.htm

* Fifth Definition


Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives.

* source: http://www.wisegeek.com/what-is-human-resource-management.htm

Human Resource Management has no exact definition, every definition vary from one point to another. However, all of the definition are concerned with the most valuable asset in a business - the people. in definition 1 define HRM as "strategic and coherent approached" in which I agree, human resource is the most demanding resources that must be manage effectively. Definition 2 and 3 specifies the functions of the HRM in a company. And it is the ensure to meet the expectation and the need of its resources, for the wellness of both party, the company and the employees. Definition 4 and 5 talk about the utilization and motivation of its employees, to use its full potential for the common good. Thus, the Human Resource Management deals with the handling employees and wellness of its resources, respecting the rights of each other and attain a common goal.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 1:32 pm

flower Definitions for Personnel Management:

1.) For Torrington and Hall (1987)they define personnel management as being:“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled".

source:http://en.wikipedia.org/wiki/Personnel_management

2.) A personnel management system allows your human resource team to manage the best candidate for each open job requisition.

source:http://www.taleo.com/research/g-personnel-management-11.php

3.) Personnel Management have the responsibilities related to hiring and firing staff, supervising, promoting, organizing, motivating staff, and developing their professional capabilities. Personnel management requires strong interpersonal communication skills and skills in group facilitation, conflict resolution, and problem solving.

source:http://erc.msh.org/staticpages_printerfriendly/2.2.3_gmt_English_.htm

4.) Personnel Management is the administrative discipline of hiring and developing employees so that they become more valuable to the organization.

source:http://www.businessdictionary.com/definition/personnel-management.html

5.) Personnel Management is 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.

source:http://wiki.answers.com/Q/Definition_of_personnel_management

flower Definitions for Human Resource Management:

1.) According to While Miller (1987) HRM relates to:"those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" .

sources:http://en.wikipedia.org/wiki/Personnel_management

2.) Human Resource Management includes all methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.

source:http://en.wiktionary.org/wiki/Human_Resource_Management

3.) Human resource management includes recruitment and selection of appropriate staff and management of the employment relationship, which includes contracts, collective bargaining, reward systems and employee involvement, and considers the strategic and operational view of human resource requirements.

source:http://wps.pearsoned.co.uk/wps/media/objects/1513/1550326/glossary/glossary.html

4.) 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.

source:http://www.answers.com/topic/human-resource-management

5.) 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.

source:http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Arrow All the definitions that were given are true. It maybe in different terms and sentences, but the thoughts are all the same....that's all I can say!!hehe...peace yow...Smile]

lol! lol! lol!


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Melgar John Gascal

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 1:43 pm

Some experts assert that there is no difference between Personnel Management and Human Resource Management. The two terms can be used interchangeably. But those who recognize the difference between the two, the difference can be described as philosophical.

~~~Torrington and Hall (1987) define personnel management as a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled. While Miller (1987) suggests that Human Resource Management relates to those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage.
http://en.wikipedia.org/wiki/Human_resource_management

~~~Akpakwu (2003), regards personnel management as the proper utilization of the people in an organization towards achieving their needs and organizational goals. Armstrong in Akpakwu (2003), sees personnel management as the process of obtaining, organizing and motivating the human resources needed in by an organization. Denga (1990), on the other hand, regards Human management as an exercise in human engineering. People have needs, problems, feelings temperament etc which they come along with to these institutions.
http://www.articlesbase.com/college-and-university-articles/human-resource-management-and-organizational-behaviour-in-the-university-system-the-registry-experience-236599.html

~~~ Storey (1993) Personnel Management is concerned mainly with the management of people in the organization, whereas Human Resource Management takes a more “strategic” approach to managing employees in order to gain full potential from their workforce.
http://www.bbc.co.uk/dna/h2g2/A1001520

~~~ Torrington regards personnel management as a continuing process of evolution and growth, in which more and more fields of expertise are acquired and assimilated. Within this evolutionary process Human Resource Management is only adding “a further dimension to a multi-faceted role, and is not at all a revolutionary concept. Armstrong maintains that although the procedures and techniques strongly resemble those of personnel management, the strategic and philosophical context of Human Resource Management makes them appear more purposeful, relevant, and consequently, more effective. On the other side, Storey regards HRM as a radically different philosophy and approach to the management of people at work.
http://www.inflexionadvisors.com/blog/2008/06/

~~~ N. Madison, Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.
http://www.wisegeek.com/is-there-a-difference-between-human-resources-and-personnel-management.htm


Critique:
As a whole, Personnel Management (PM) is a part of Human Resource Management (HRM), particularly PM is one of the features of HRM. PM is concerned with managing its people to sustain the organization needs. While HRM is concerned with managing its in sustaining the organization needs and also molding its people to gain effective and efficient human resource as a part of an organization.
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ailaine adaptar

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PostSubject: >>..HRM/PM definitions..>>   Fri Oct 03, 2008 1:45 pm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.
study (1) Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources management, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. HRM is said to incorporate and develop personnel management tasks, whileseeking to create and develop teams of workers for the benefit of the organization.

As I understand, PM uses such things as compensation, bonuses, rewards, and the simplification of work responsibilities and other legal terms to motivate employees while HRM uses the human resources itself, work groups, effective strategies formeeting challenges and job creativity as the primary motivators that gives benefits to the organization.


study study (2) 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.
Reference:
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Assembled by Carter McNamara, MBA, PhD


This may be broad definition of Human Resources Management. This states that HRM also covers the technical aspects of the company regarding its staffing and employee relations.

study study study (3) New and ever-changing challenges notwithstanding, human resource management continues to be crucial for the success of a firm. It was the people who had made Binny a household name 50 years back. It is Azim Premji and his team of 43,880 employees who have made WIPRO a successful company today. A book on people management will continue to be relevant and useful as long as the human resource endures to be crucial for a firm.


I included this article as one definition of HRM. It is the practical example of what will happen if proper HRM is implied in a firm. Surely, that firm has its potential for success.


study study study study (4) Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance. The HRM emphasizes:
• the need to search for new ways of working
• the central role of managers in promoting change
• the treatment of workers as individuals rather than part of a collective workforce
• the encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them'


Yeah..I do agree that the HRM should consider the workers as individuals..but they should also consider them as part (not just part) of the workforce! I also agree ‘bout the idea of encouragement of workers to consider management as 'partners' rather than as opponents.


study study study study study (5) Human resources are the people that staff and operate an organization. Human resource management can therefore be defined as the management of an organization’s human capital. Effective human resource management enhances organizational performance by improving employee's opportunities to be effective and productive. It involves the productive use of people in achieving the organization’s objectives as well as satisfying individual employee needs.



This definition fits to my own understanding of HRM. I do believe in this: “Human resource management can therefore be defined as the management of an organization’s human capital.” written above.

lol! In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.
http://www.wisegeek.com/what-is-personnel-management.htm


pls. visit my blog>> aiai


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lynneth llemit

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 1:46 pm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

Arrow HUman Resource Management

by Carter McNamara, MBA, PhD

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.

URL:
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm


:suspect: my comment: the autorhs definition on the human resource management had cater all the possible meaning of the HRM, i believe that if all HR manager has read his definition would certainly realize that managing the HR dept. is not just managing employees but also caring for the employees

Arrow (Cherrington, 1995, p. 5).

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"


Suspect comment: the human Resources management as defined by the author is the main instrument in bringing human resources and the working environment together. The HR dept. is the one that motivates human resources to work.
Arrow Source:http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

author: unknown

Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions, tuition reimbursement and employee leave including FMLA.

Suspect comment: personnel management practically is under the human resource management, personnel management 's specific meaning in this definition is it is the governing body that implements policies and strategies to maintain the objectives in each dept. it is the governing body that makes the guidelines for employees to abide.
Arrow source:http://www.humanresourcemanagement.co.uk/resourcemanagement.htm

author:unknown

What Is HRM?


Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance.
The HRM model emphasises:


the need to search for new ways of working
the central role of managers in promoting change
the treatment of workers as individuals rather than part of a collective workforce
the encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them'

Suspect comment: i think the one of the real main goal of the HR dept. is to motivate employees to work, to make the work place enjoyable rather than stressing. To gain peers in the workplace.

Arrow source: http://www.taleo.com/research/g-personnel-management-11.php

author: unknown

Personnel Management
A personnel management system allows human resource team to manage the best candidate for each open job requisition. The personnel management solution also provides templates that can be used to standardize personnel management communication.


Suspect comment: hmmmm... i don't think so...personnel management is more on to making policies for the best of the organization.
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Tanya Clarissa G. Amancio

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 2:21 pm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


Embarassed First Definition
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.
albino comment: I agree on this definition because within the organizations, the personnel management is the in charge of these functions combined with other management responsibilities and concerned in setting policy and its performance.

source: http://wiki.answers.com/Q/Definition_of_personnel_management
______________________________________________________________________________________________________

Embarassed Second Definition
The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.
albino comment: The definition above mentioned that Human Resource Management describe the process involved in managing people which also means giving importance on the manpower who plays an important role in an organization.

source: http://en.wikipedia.org/wiki/Human_resource_management
______________________________________________________________________________________________________

Embarassed Third Definition
Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance, and organization development.

albino comment: The above definition explains that the HRM (Human Resource Management) give some opportunities to their employees such as "employee training, employee career development,etc." that serves as framework in developing their abilities and skills. Which is very important in terms of developing the most superior workforce to serve the customers.

http://humanresources.about.com/od/glossaryh/f/hr_development.htm
______________________________________________________________________________________________________

Embarassed Fourth Definition

In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.
albino comment: The definition above state that Human Resources Management is the process of setting policies that impact everyone associated with the company.

http://www.wisegeek.com/what-is-personnel-management.htm
______________________________________________________________________________________________________

Embarassed Fifth Definition

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.
albino comment: The above definition states that Personnel Development is responsible for the provision of the said services.

http://www.staffs.ac.uk/uniservices/personnel/management/index.php


Embarassed ..visit my blog.. Embarassed lol!
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PostSubject: assignment #9   Fri Oct 03, 2008 2:31 pm

DEFINITIONS:

Like a Star @ heaven Human resources management or personnel management consists of the managerial functions of planning, organizing, directing and controlling of the human resources of an organization using the personnel operative functions of personnel planning; recruitment, selection and placement, training and development, performance rating, compensation, maintenance, and labor relations to accomplish individual, organizational and societal goals and objectives.
Source:
PERSONNEL MANAGEMENT
The Efficient Management of Employees
Author:
PACITA ARGUELLES ABASOLO



This definition mainly talks about the managerial functions of HRM or personnel management.



Like a Star @ heaven Human Resources Management is the art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values and in synchronization with the organization philosophy, resources and culture for the maximum achievement of individual ,organization, and society's goals. The process implies five functions of management which are planning, organizing, staffing, directing and controlling. HRM deals only with people so that they can manage other resources in their domain of responsibility efficiently and effectively.
Source:
HUMAN RESOURCES MANAGEMENT
Principle and Practices
Author:
CONCEPCION RODIL MARTIRES


I agree with this definition, it is not so technical and it emphasizes that human resources is an important factor of an organization. In fact it sees HRM as an art and science of how to get and keep people in their job. It also talks about the five functions of HRM, and I think that this functions are common to all definitions of HRM.



Like a Star @ heaven HRM and Personnel Management are synonymous, it is a body of officers and staff who take charge of the affairs and operations of an organization, vested with the power and endowed with the functions of determining the human resources needs of the whole structure of the and filling the different position with the right people for the job. With this goes the function of developing the skills of the personnel, rewarding them for achievement and evaluating their performance for movement in rank and compensation.
Source:
HUMAN RESOURCES MANAGEMENT
Author:
PATRICK ALAN AZANZA


Definition three states that HRM and personnel management is just the same. It explains that HRM is a body of officers that has the power of determining the needs of the human resources. I think the author is right in mentioning that this body also includes the function of developing the skills of the personnel, rewarding them for achievement and evaluating their performance for movement in rank and compensation.
A nice portion of this definition that really strikes me in is that "filling the different position with the right people for the job". For me, this is what HRM means, finding the right people for the right position developing and keeping them for the progress of the individual, society and of course the organization.



Like a Star @ heaven Personnel Management maybe defined as the function of management concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization through proper planning, organizing, directing, coordinating and controlling of activities related to procurement, development, motivation and compensation of employees to achieve the goals of the enterprise. These functions have several components interrelated with and supplementing one another in the operations of the business.
Source:
PERSONNEL and HUMAN RESOURCES MANAGEMENT
Author:
PERFECTO S. SISON


This definition is just the same with definition one, it is mainly concerned with the functions of HRM to the organization which I think is really important.



Like a Star @ heaven Human Resource Management encompasses those activities designed to provide for and coordinate the human resources of an organization. The human resources of an organization represents one of its largest investments. HRM is a modern term for what has been traditionally referred as personnel administration or personnel management. However, some experts believe human resource management differs from traditional personnel management. They see personnel management as being much narrower and more clerically oriented than human resource management.
Source:
HUMAN RESOURCE MANAGEMENT
Author:
LLOYD L. BYARS
LESLIE W. RUE


This definition differentiates HRM and personnel management, the differentiation I think is correct because I believe that personnel is much narrower than HRM. In fact from what I have learned personnel management is a part of HRM as a whole.




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PostSubject: denitions,authors and the sources...   Fri Oct 03, 2008 3:18 pm

VARIOUS DEFINITIONS


Laughing Carter McNamara, MBA, PhD defines Human Resources Management (HRM) as being:

“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.”

>> Well, it is right for Mr. McNamara to say that in HRM managing the employee is the main job. Also they are responsible in facilitating and choosing the best employee they could hire.

http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Laughing Torrington and Hall (1987) define personnel management as being:

“a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).

>>In their point of view, personnel management could be applicable in the working relationship of the employee. It is how they work together and ensure that they have done the right thing to do for their organization.

http://en.wikipedia.org/wiki/Personnel_management

Laughing Miller (1987) suggests that HRM relates to:

"..those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).

>>Like McNamar, Miller stresses that HRM is concern on how employee are treated in an organization. How they are manage to be consistent and more competent in an industry.

http://en.wikipedia.org/wiki/Personnel_management

Laughing (Cherrington, 1995, p. 5). Defines HRM as being:

“ 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"

>> In this definition, the main responsibility that HRM could give is to treat their employee in accordance to the rules and regulations of the company. Also, to ensure that their people are performing their job and getting the right salary and benefits in exchange to their labors.

http://www.answers.com/topic/human-resource-management



Laughing According to the wiki.answers.com, personnel management is:

“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 this definition, it emphasizes the responsibility for hiring new employees and giving them equal opportunities in all things . Here also, the trainings and seminars for the employees are being given in order for them to developed their individual skills and capabilities.

http://wiki.answers.com/Q/Definition_of_personnel_management



Rolling Eyes

To sum it all, personnel management and human resource management is almost the same. Personnel management mostly do their role to manage the paperwork around hiring and paying people. While human resource management is responsible in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

So, their main responsibility is to give their employee a great working experience. For them to develop their individual capabilities and at the same time bring success to the company where they work.

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 4:07 pm

Human Resource Mangement and Personnel Management Definitions with authors/sources..ü



bounce
According to Susan M. Heathfield, Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. 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.

Basically, we know that when we speak of HRM, it talks about people in an organization. As seen in the definition above, HRM is a function in an organization that provides direction with the people inside it and it deals with the issues that concerns with the employees..ü. Therefore, I agree with the author in her views.ü

bounce From Carter McNamara, Human Resource Management 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.

From the definition seen above, In an office or organization, they must know first what staffing and employment needs they want for the management to set standards for the hopeful applicants..ü.I definitely agree with the author on this matter. Since that hiring and recruitment are one of the essential functions of HRM, then standards must be imposed then.ü

bounce Personnel Management is an 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, (Cool resolving disputes, (9) communicating with all employees at all levels.

source: http://www.businessdictionary.com/definition/personnel-management.html

As what I've observed, the two terms are congruent. Meaning, HRM and PM are the same in some manners like developing and managing employees for them to become more productive, and to ensure every employee's sake and benefits..ü

bounce From my other source, Personnel Management is 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.

source: http://dictionary.bnet.com/definition/Personnel+Management.html

Just like HRM, PM handles all responsibilities when it comes to "people/staffs/employees". Personnel Management satisfies all the employee's needs especially their benefits and compensations..ü.

bounce Lastly, Human Resource Management, 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.

source: http://dictionary.bnet.com/definition/human+resource+management.html

On this part, stated here was HRM focuses on every individual rather than the collective approach that Personnel Management handles. Emphasized here that HRM is responsible for molding an developing every employee to their full potential for the proficiency of their work..With that, I agree..ü
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 4:25 pm

Definition of Personnel Management and Human Resource Management


Arrow 1.Personnel management is often considered an independent function of an organization. It is typically the sole responsibility of an organization’s personnel department. Personnel management also seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities.
Author:N. Madison
Source:http://www.wisegeek.com

The definition above about the personnel management is clearly define and understandable. I agree on the author that personnel management seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities to improve their job performances.

Arrow 2. 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.
Author:unknown
Source: http://www.zeromillion.com


This definition emphasized that personnel management is concerned with the effective use of the skills of people. It tells about that personnel management starts with the recruiting and hiring of qualified people and so forth.

Arrow 3. Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives.
Author: Malcolm Tatum
Source: http://www.wisegeek.com

In the definition it discuss the main goals within a corporation. Their first goal is to effectively make use of the talents and abilities of employees and to ensure that the employee is satisfied with both the working environment and etc.

Arrow 4. Human resource management works to ensure that employees are able to meet the organization's goals. 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).
Source:Answer.com

From this definition it is clearly stated the responsibilities of human resource management to the people and I agree on what are stated above. For me, it is the exact meaning of human resource management.

Arrow 5. A series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled.
Author:Torrington and Hall
Source:http://en.wikipedia.org

The definition above about personnel management are define by Torrington their main concern is on the activities of the people and allowing people to agree about the objectives and nature of their working relationship.

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PostSubject: ...definitions...   Fri Oct 03, 2008 4:36 pm

Various Definitions

HUMAN RESOURCE MANAGEMENT

> 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.

By: Susan M. Heathfield
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

>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

>Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

-http//www.wikipedia.com

>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

-Business Encyclopedia- by Cherrington

PERSONNEL MANAGEMENT

> 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, (Cool resolving disputes, (9) communicating with all employees at all levels.

-http://www.businessdictionary.com/definition/personnel-management.html

> planning, organizing, and administering all activities related to personnel.

-http://www.biology-online.org/dictionary/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

Criticism

As what the definitions defined about the Human Resource Management and Personnel Management, they do have the same thought and common about the two. HRM is more in planning and managing Human resource while the personnel management is about planning and managing personnel. For the definitions, for me there is no big deal or big difference about their definitions.

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 4:53 pm

Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management and personnel management works to ensure that employees are able to meet the organization's goals. The followings define what is Human Resource Management and Personnel 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.

*** It clearly stated that HRM focuses on the employees and their needs in a business organization..

Assembled by Carter McNamara, MBA, PhD
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm#anchor722373



...Personnel Management is an administrative discipline of hiring and developing employees so that they become more valuable to the organization.

***This definition states that personnel management focuses in the development of an employee..

http://www.businessdictionary.com/definition/personnel-management.html


...Human resources are the people that staff and operate an organization. Human resource management can therefore be defined as the management of an organization’s human capital.

***This defines that Human are the most important asset in a company...

http://www.familiesandcommunities.sa.gov.au/Default.aspx?tabid=2358



...In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management.
http://www.wisegeek.com/what-is-personnel-management.htm
Written by Malcolm Tatum


***This states that Personnel management focuses on the welfare ,development and performance of an employee..


...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). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
http://www.answers.com/human%20resource%20management

***It is clearly states the function of Human resource Management in a company.It doesnt focuses not only on employees, as well as their needs that must be catered..

Idea Idea Idea Based on the above definitions, I can conclude that Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.Where personnel management once focussed on the basics; contemporary human resource management is defined by a more holistic approach to employee relations...


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PostSubject: Assignment no.9!   Fri Oct 03, 2008 5:03 pm

The numbered ones are the definitions, and what follows after each definition are the criticisms.

1.Human Resource Management is the the overall process of managing people in organizations. HRM encompasses the vast array of decisions frontline managers make about the people they supervise: Who should I hire? How can I reward good performance (and motivate even better performance)? Who should I promote into positions of higher responsibility (and who needs more training to do the jobs they are already occupying)? – Carol T. Kulik

Criticism: What Ms. Carol T. Kulik said is true, Human Resource Management is all about managing people in organizations. If you were the HR manager, important questions that you shall ask yourself are "Who should I hire?" or "How can I reward good performance?", or maybe even "Who should I promote into positions of higher responsibility?". Those are important things to be decided in Human Resource Management.

2. Miller (1987) suggests that HRM relates to:"... those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage."

Criticism: I agree to what Miller said. Human Resource Management isn't merely just managing employees, you manage them based on a strategy that is to the company's or organization's benefit and advantage.

3. Torrington and Hall (1987) define personnel management as being:“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled".

Criticism: Torrington and Hall's definition of Personnel Management is true, although it focuses more on a particular topic. This topic, I think, is all about unions and collective bargaining. Part of managing personnel is to also hear out what the employees have to say and discuss on something and agreeing on it. Both of the parties(management and employees) should agree on it so as to prevent protests and the like.

4.Human Resource Management (HRM) - The goal of human resource management is to help an organization to meet strategic goals, be attracting and maintaining employees, and also to manage them effectively. - www.brij.net

Criticism: Even though it is small and brief, I think this definition of Human Resource Management is correct (I think "be" there is "by"). To meet the organization's goals, effective Human Resource Management is required, and this requires also attracting and maintaining employees and managing them effectively.

5. Human Resource Management - a strategic approach to managing employment relations which emphasizes that leveraging people's capabilities is critical to achieving sustained competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices". - (Bratton and Gold)

Criticism: All of what they said are true(although it gives me a nosebleed) for Human Resource Management.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 5:50 pm

I found out that personnel management and human resource management are the same. the personnel management term was replaced as Human resource management. it's just that i was bogged with the question because the terms were separated using the word "and" wherein the approach of the question is like the two terms are different.
====================================================================

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, i find it to general and this is addressed to a university. in the contrary, siting it as for another institution, the definition really defines and gives the scope of personnel management.


====================================================================

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.


http://en.wikipedia.org/wiki/Human_resource_management

----------------------------------------------------------------------------------------------------------------------------

in this definition, i knew that both terms come together with one concern and and meaning. and here, the definition goes to broad as for the meaning, it has discussed the progress of HRM.

====================================================================

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.



http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

----------------------------------------------------------------------------------------------------------------------------

this definition doesn't really talk about the meaning but instead it has discussed must-haves of an HRM.

====================================================================
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

----------------------------------------------------------------------------------------------------------------------------

this one goes to ne brief but clear. it gives a clear but short definition of HRM.


====================================================================
Term that is replacing personnel management and implying that personnel managers should not merely handle recruitment, pay, and discharging, but should maximize the use of an organization's human resources.

Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.



http://www.answers.com/topic/human-resource-management

----------------------------------------------------------------------------------------------------------------------------

this definition goes to define the term and tell the replacing of the 1sr term in a positive contrary approach.
but in the next part, im not sure if this is still a part of the definition but it has gone out of the definition scope.


====================================================================
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PostSubject: Human Resource Management & Personnel Management   Fri Oct 03, 2008 6:15 pm

There are various definitions for Human Resource Management and Personnel Management which typically includes:

Arrow 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 organization. (http://www.staffs.ac.uk/uniservices/personnel/management/index.php)

Idea The above definition on personnel management talks about the responsibilities of the personnel management in which it is mainly concerned with the provision of services to different departments in an organization.

Arrow 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.(Carter McNamara, MBA, Phd)

Idea This definition on human resource management describes the functions of human resource management which would benefit the whole organization as well as the people working in it.

Arrow Human Resource Management (HRM) is a management approach that enhances your organisation's performance by optimising your employee's opportunities to be effective and productive. HRM activities include: planning, recruitment and selection, training, performance appraisal and remuneration. (http://communitydoor.qld.gov.au/management/hr/)

Idea Major goal of the human resource management is to effectively make use of the talents and abilities of employees which are related to the implementation of strategies directed towards creating and sustaining competitive advantage thus the human resource management enhances organizational performance by improving employee's opportunities to be effective and productive.

Arrow 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 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)

Idea Human resource management functions as the main core of the organization that deals with hiring and firing the people working in it and also dealing with the benefits and compensations he/she would acquire in accomplishing his/her assignments .

Arrow Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. (http://en.wikipedia.org/wiki/Human_resource_management)

Idea
As what the definition above states, human resource management is the approach of the organization to the people working for them who had shared their knowledge as well as their talents.


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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 6:36 pm


Definitions on Personnel Management and Human Resource Management

Exclamation In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.

Author: Malcolm Tatum
Source: http://www.wisegeek.com/what-is-personnel-management.htm

♥♥♥ I agree with this definition…It is very good that we have this HRM or Personnel Management which part of the industry for us to have someone that will guide us or assist us on work, if someday we were going to be an employee.

Exclamation 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.

Author: Carter McNamara, MBA, PhD
Source: http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

♥♥♥ It just states that HRM have the functions that will ensure to have a good employees and will meet the needs of the staff. And for me, to have a good relationship between the employees must be also considered.

Exclamation 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.

Author: Ryan Allis
Source: http://www.zeromillion.com/business/personnel/personnel-mangement.html

♥♥♥I agree with it because it is really better if we have the employees who are qualified and very suited on the job that they were worked on, for them to meet the goal of the company to be a well-established and an effective company for the employees as well as for the customers.

Exclamation Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremes i.e., they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows.

Author: Ryan Allis
Source: http://www.zeromillion.com/business/personnel/personnel-mangement.html

♥♥♥ It is just like to that of HRM, it will hire very qualified people for certain job and develop them to meet the needs of the people.

Exclamation Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.

Source: http://en.wikipedia.org/wiki/Human_resource_management

♥♥♥Yes I agree, HRM have largely difference in a description processes to that of Personnel Management. And it specifically matters in their limitations on managing the employees.

Very Happy At first impression, HRM and Personnel Management are just same or have in common but if you just know each limitation that was the time that you can actually differentiate them. As what I have knew from our adopted company, Personnel Management has only limited on hiring, recruitment and preparation of documents and appointments. But in Human Resource Management, it also includes the training, planning and management, selection and transaction, and benefits and welfare for the employees.
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PostSubject: Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.   Fri Oct 03, 2008 6:42 pm

By: David E. Guest
Human resource management (HRM) comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. Within this model, collective industrial relations have, at best, only a minor role. Despite the apparent attractions of HRM to managements, there is very little evidence of any quality about its impact. Furthermore very few UK organizations appear to practise a distinctive form of HRM, although many are moving slowly in that direction through, for example, policies of employee involvement.
http://www3.interscience.wiley.com/journal/119470885/abstract?CRETRY=1&SRETRY=0

-----I don't agree with him that There is a "little evidence of any quality" about its impact, because the impact of HRM in this generation is really effective.


By:Ryan Allis
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.Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs.
http://www.zeromillion.com/business/personnel/personnel-mangement.html

-----Yah, personnel management focus more on the people within the company, while HRM balance all the personnel data, and other company document related on the management of personnel.


By:Malcolm Tatum
In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.
http://www.wisegeek.com/what-is-personnel-management.htm

-----The author defined HRM and Personnel management the same, the personnel management was briefly define. It don't generally state the definition of Personnel management. It only state the pesonnel performance.


By: Marco Köster
Storey regard HRM as a “radically different philosophy and approach to the management of people at work” (1989: 4). In this view, HRM provides a completely new form of managing personnel and can therefore be regarded as a “departure from [the] orthodoxy” (Storey 1989: Cool of traditional personnel management
http://www.hausarbeiten.de/faecher/vorschau/25299.html

-----The author defines HRM is the new for of personnel management. HRM is the revise form of managing the personnel in a company.. but then I agree in his definition.


By: Bnet
personnel management 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

-----I agree on this statement..Its like the HRM and personnel management are the same.

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Natalie Marie G. Bama

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Fri Oct 03, 2008 7:49 pm

Definitions of Personnel Management and Human Resource Managament

1. Human Resource Management is the primary function of and the responsibility of line supervisors and managers who are responsible for planning, organizing, directing, controlling and coordinating the works of their subordinates to attain the desired objectives.
Source: Personnel and Human Resource Management by Perfecto S. Sison

This definition states that the persons on the higher rank in an organization are accountable in managing the labor of each employee to reach their goals and maintain the stability of their organization.

2. Human Resource Management represents the total human resource picture in an organization. It aptly refers to the “philosophy, policies, procedures, and practices related to the management of people within an organization” to ultimately achieve its organizational objectives.
Source: Handbook of Modern Management in Philippine Local Government by Tomas A. Sojo et al

The definition above affirms that HRM is composed of principles that are useful in managing the persons within an organization.

3. 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.
Source: http://www.zeromillion.com/business/personnel/personnel-mangement.html

The definition states that Personnel Management is responsible for developing the skills and boosting the self-competence of the people.

4. Personnel Management deals with the effective utilization of human resources and improvement of their efficiency and effectiveness.
Source: http://www.encyclopedia.com/doc/1P3-344957111.html

I agree with this definition because an organization will function properly and improve efficiently if their human resources are given with the appropriate attention, benefits, and maintenance.

5. Within organizations that employ people, Personnel Management 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.
Source: http://wiki.answers.com/Q/Definition_of_personnel_management

It states that personnel management is responsible in recruiting and selecting competent employees and developing their skills and potentials. It also includes the process of improving the facilities and services of an organization and strengthening its foundation.
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michael george guanzon

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PostSubject: Assignment 9   Fri Oct 03, 2008 8:11 pm

Definitions of Human Resource Management

1. "Personnel Management is the managerial aspect of industrial relations. It is a term applied to the management of manpower and is concerned with the methods and techniques by means of which the purpose of industry may be the most effectively served through the efficient control of manpower."
HUMAN RESOURCE DEVELOPMENT, Revised Edition, Gregorio S. Miranda and Carmelita M. Miranda.

-I agree with this definition because the definition deals about manpower.

2. Personnel Management refers to the handling, directing,and controlling of individual employees rather than of employee as a group. It deals with individual relationships, including employees problems with management with employees as non-organized groups. It covers the acquisition and retention of competent employees through proper recruitment, selection, placement, utilization and development.
PERSONNEL AND HUMAN RESOURCE MANAGEMENT, Sixth Edition, Perfecto S. Sison

-I agree with this definition because it deals with employee as an individual and not as a group.

3. "Human Resource Management encompasses those activities designed to provide for coordinate the human resources of an organization."
HUMAN RESOURCE MANAGEMENT, Sixth Edition, Lloyd L. Byars and Leslie W. Rue

-I agree with this definition because it's true that the Human Resource Management encompasses activities on how to improve and to provide the human resources of an organization.


4."Human Resource Management or Personnel Management consists of managerial functions of planning, organizing, directing and controlling of the human resources of an organization using the personnel operative functions of: personnel planning; recruitment; selection and placement; training and development: performance rating; compensation; maintenance; and labor relations to accomplish individual, organizational and societical goals or objectives."
PERSONNEL MANAGEMENT, THE EFFECTIVE MANAGEMENT OF EMPLOYEES, Pacita Arguelles Abasolo

-This definition really states the functions of Human Resource Management.

5. "Personnel Management may be defined as the process of developing, applying policies, procedures, methods, and programs relating to the individual in the organization."
PERSONNEL AND INDUSTRIAL RELATIONS, A MANAGERIAL APPROACH, Fourth Edition, John B. Miner and Mary Green Miner

-This definition also deals with an individual employee of an organization.


Last edited by michael george guanzon on Sat Oct 04, 2008 7:41 pm; edited 1 time in total
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karl philip abregana

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PostSubject: ASSIGNMENT 9   Fri Oct 03, 2008 10:36 pm

Personal Management


Personal management is about mapping a plan for your life that will involve setting short-range and long-range goals and investigating different ways to reach those goals. Education, training, and experience all help make your goals become a reality. To achieve your goals, you will choose the best path and make a commitment to it, while remaining flexible enough to deal with changes and new opportunities.


Resources
Scouting Literature
American Business, American Labor, Family Life, Salesmanship, and Scholarship merit badge pamphlets; also see merit badge pamphlets on particular careers or vocations.

Books
Bodnar, Janet. Kiplinger's Money-Smart Kids. Kiplinger Books, 1999.
Covey, Sean. The 7 Habits of Highly Effective Teens. Simon & Schuster, 1998.
Gardner, David, Tom Gardner, and Selena Maranjian. The Motley Fool Investment Guide for Teens. Fireside, 2002.
Morgenstern, Julie and Jessi Morgenstern-Colon. Organizing From the Inside Out for Teenagers. Owl Books, 2002.
Morris, Kenneth M. and Virginia B. Morris. The Wall Street Journal Guide to Understanding Personal Finance, 3rd ed. Simon and Schuster, 2000.
National Association of Investors Corporation (NAIC). Investing In Your Future. South-Western Educational Publishing, 2001.
Pervola, Cindy, and Debby Hobgood. How to Get a Job If You're a Teenager, 2nd ed. Highsmith Press, 2000.



http://www.scouting.org/boyscouts/advancementandawards/meritbadges/mb-PERM.aspx



Human Resource Management


Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.


http://en.wikipedia.org/wiki/Human_resource_management



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Sarah Jean Tisara

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PostSubject: Assignment #9...   Sat Oct 04, 2008 1:46 am

Human Resource Management and Personnel Management

monkey 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.

-Susan M. Heathfield-
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Idea Yes, this definition is precisely true. Human Resource Management deals with issues concerning the most vital element of an organization, the people.

monkey 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

Idea In this definition of personnel management, it shows that human resource management is a model of personnel management. For me, they are somewhat similar, both manages humans or the people of an organization.

monkey Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.

http://en.wikipedia.org/wiki/Human_resource_management

Idea I definitely agree with this statement, without the people who contributed to a company’s success, everything is useless. Human Resource Management is the heart of an organization and it plays a significant role in motivating the employees to become professionals and to bring out the best in them.

monkey When it comes to handling all the responsbilities associated with maintaining a workforce, personnel management has the most legal and financial responsibilities of the whole organization, without which the overall success of the business is at risk.

http://it.toolbox.com/wiki/index.php/Personnel_Management

Idea The overall success of an organization depends to its people or personnel. The nicer they are managed, the better the work. In this way, employees are encouraged to do the best they can for the organization.

monkey 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

Idea Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed.
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febe mae florentino

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PostSubject: Assignment No.9   Sat Oct 04, 2008 8:07 pm

Various definition of Human Resource Management and Personnel Management.

Arrow 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.

source:http://humanresources.about.com/od/glossaryh/f/hr_management.htm

HRM truly function within an organization which focusses on recruitment of employees in an organization. They are also responsible for the management and organizing the employees and making sure that they are enjoying their rights.

Arrow 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.

source:http://dictionary.bnet.com/definition/human+resource+management.html

This definition defines HRM as model of personnel management which focusses on the individual. Individual means employee in an organization. Their responsibility is to look up the performance of the employees, manage the files of the employees and many more.

Arrow 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, (Cool resolving disputes, (9) communicating with all employees at all levels.

source: http://www.businessdictionary.com/definition/personnel-management.html
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March Dawn Eder

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Sun Oct 05, 2008 9:13 pm

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.



In simple term HRM means management of an organisation's human resources,i.e, the work force. The scope of HRM includes the identification of specific training needs of its employees, provide training, motivate,provide conducive & safe work environment, mentoring,appraisal,rewards, pay package, develope leadership, forecast future man power requirements,etc. All these activities are undertaken to achieve optimal output from its employees and also to equip its employees to face any changes/challenges in the future arising out of the changes in business environment in which the firm operates.




Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.




Human Resource Management - 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.




"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). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.





  • I really don't have to critique each of them. I could critique it as a whole because they may have used different/several words to define Human Resource Management, they came up on a single thought. Human Resource Management is the managing of the human resource, the developing of employees to be more productive. The management of Human Resource deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. As what I have learned from the administration head of our adopted company during our interviews, the definitions stated were a like from what he said. It is really the job of the Human Resource Management Office to take good care of the employees of the company.
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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Mon Oct 06, 2008 4:31 pm

March Dawn Eder wrote:
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.



In simple term HRM means management of an organisation's human resources,i.e, the work force. The scope of HRM includes the identification of specific training needs of its employees, provide training, motivate,provide conducive & safe work environment, mentoring,appraisal,rewards, pay package, develope leadership, forecast future man power requirements,etc. All these activities are undertaken to achieve optimal output from its employees and also to equip its employees to face any changes/challenges in the future arising out of the changes in business environment in which the firm operates.




Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.




Human Resource Management - 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.




"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). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.





  • I really don't have to critique each of them. I could critique it as a whole because they may have used different/several words to define Human Resource Management, they came up on a single thought. Human Resource Management is the managing of the human resource, the developing of employees to be more productive. The management of Human Resource deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. As what I have learned from the administration head of our adopted company during our interviews, the definitions stated were a like from what he said. It is really the job of the Human Resource Management Office to take good care of the employees of the company.


hmmm.. i hope you UNDERSTAND SIMPLE INSTRUCTIONs.......
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Jan Neil Gador

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PostSubject: Assingment 9   Tue Oct 14, 2008 3:36 pm

Assignment 9: Human Resource and Personnel Management
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

Wikipedia, the free encyclopedia


Human Resource Management in any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management.

WiseGeek

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.
About.com: Human Resource

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.
About.com: Human Resource

Human Resource Management (HRM) is a management approach that enhances your organisation's performance by optimising your employee's opportunities to be effective and productive. HRM activities include: planning, recruitment and selection, training, performance appraisal and remuneration.
Queensland Government
The definitions given by the authors shown above are basically the same or
they havetheir definitions of Human Resource Management are similar. For them,
the purpose Human Resource Management concerned with the welfare of the employees.
These include:Organization Development, Trainings, Employee Motivation, Evaluation,
Compensation, etc. They are also the same in pointing that HRM is a management
approach that enhances a organization's/company's performance by optimizing employees
benefits and helping them give their best potential.
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michelle adlawan

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PostSubject: Re: Assignment 9 (Due: before October 03,2008, 13:00hrs)   Wed Oct 15, 2008 11:14 am

There are certain definitions of Human Resource Management and Personnel Management in which both plays a part in the changes in the industry’s growth.

  • Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization: to effectively make use of the talents and abilities of employees and to achieve the operational objectives that are the ultimate aim of the organization.
http://www.wisegeek.com/what-is-human-resource-management.htm

As defined, Human Resource Management deals with the management of the workforce of a company in which it develops the skills of each individual inside the company. As human resource management does their objective of boosting the morale of the employees, it also accomplishes the company’s main aim.


  • Personnel Management, part of management concerned with people at work and their relations within a firm. The main functions of the personnel manager usually include staff recruitment, training, and welfare. The term personnel management is somewhat misleading in that it is usually line managers who manage the work force, while personnel managers provide a mainly supportive and advisory service.
http://encarta.msn.com/encyclopedia_762506693/Personnel_Management.html

The statement describes that personnel management is concerned mainly with the workforce in an organization. Personnel management does therecruitment, training and welfare of employees in a company. To sum it up, it mainly talks administrative tasks in a company; merely about the functions of the people in the company complying with the employment law. It provides a supportive and advisory service to the people in the company.


  • Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets - the people working there who individually and collectively contributes to the achievement of the objectives of the business.
http://en.wikipedia.org/wiki/Human_resource_management

This definition has always been used because it purely defines the main description of what is Human Resource Management is all about. As it is stated, it is responsible in managing the people in the company in order for them to do their job properly. Human resource management uses a collective approach in which it enhances the morale and skills of the employees.


  • Personnel Management is responsible for the provision of specialist personnel and humanresource management advisory services to departments, and the development and mplementation of arelevant, 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

From this definition, personnel management is responsible for the provision of services done by the people in the company. It is to the personnel managers to manage their personnel or people on to what work they ought to do.


  • 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.
Assembled by Carter McNamara, MBA, PhD

McNamara explained that human resource management is in charge deciding on what is the best for the company. The HRM is responsible in ensuring the people in the company that they acquire good management and they should be handled responsibly.



lol! lol! lol!

Based from the definitions mentioned earlier, personnel management and human resource management is a key source in the manageability of the people in an organization. Human resource management is much broader in scope than that of personnel management. Personnel management is responsible in administrative tasks on to what the people in the company should be doing in order to accomplish the work to be done in the company. In short, personnel management is independent that functions in providing the demands of workforce in the company. Human resource management, on the other hand, is liable in managing the people in the company that develops personal management tasks and responsibilities. It is responsible in seeking the employees’ improvement on their jobs and organizing the constant strategies of the company to manage the workforce and the company itself.
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