What is HRM……………………………………………(4)
Dr John Sullivan Model………………………………(5)
Different types of management……………..(6-7)
What is Personnel Management…………….(8)
Understanding personnel management….(9)
Comparisons & overview………………………(10)
Line managers and their duties………………(12 -13)
Duties of HR practitioner………………………(14)
The aim of this task is to research the actual role and purpose of the Human Resource Management department within any given company or business. Also to differentiate between Human Resource Management and Personnel management and to identify the key differences as well as the comparisons between the two .The idea is to define the different components within this system and how they correspond with each other to create a working force that provides quality production .Basically the research that has been done is to get a better understanding of how Human Resource Management works and what it consists of.
... bulletin, south Africa6.http://www.accel-team.com/human_resources/hrm_02.html, (31 December 2004)7.A Strategic Human Resource Management System for the 21st Century. Naval Personnel Task Force, September 2000, Story Number: NNS040406-02, ... department so we can say that the key to effective human resource management is human resource planning, as it is stated by Mark and Cynthia, ...
In this assignment the following issues will be discussed:
Human Resource management and how it works
Personnel management and what it consists of
The comparisons between Personnel and Human resource Management
What is Line Management
The duties of a Human Resource
Human Resource Management
Many people use the term but rarely know what it entails to be a Human Resource Manager .They thus thinks that Human Resource Managers simply just deal with the employees and their problems which is everything but true. This jus has much more detail then what it seems. So we ask the Question what is Human Resource Management? The following information will give a clear layout of what HRM actually is.
What is H_uman Resource Management?_
As named in the above paragraph a HRM deals with a number of things. So it is very important for these departments to be organised because a lack of organisation will lead to a chaotic working environment. That will lead to a slow down in productivity which eventually leads to a decreasing in the profits because of the quality of work that is being produced. Therefore the HRM can be explained with numerous models. I chose to use Dr John Sullivan’s five levels of HR contribution to do this. http://www.managementhelp.org
Now what are the John Sullivan Five levels of HR contribution model?
This model is one of many that can be used to describe the different responsibilities of the Human Resource system. These Five levels are:
Information management and basic transactions
Providing Functional Service
Coordination of efforts to improve workforce and productivity
Human Resource Management - Personnel Issues In recent times many companies deploy new approaches when it comes to evaluating their potential employees. The reason for this appears to be purely cosmetical, that is companies want to gain reputation of being innovative. The increase of their workforce efficiency seems to be a secondary consideration in this case. The example of Tech Planet, of Menlo ...
Development of competitive advantage through talent
Develops solutions to strategic business problems and solutions
Below: John Sullivan Model
Defining the types of management
This form of management is mainly level 1 and 2.This because in these to levels the HR system has to make sure that their staff is operating at the right pace .These levels also deal with the operating system of the company and how they go about doing things. They are there to maintain, control and improve the organisation of activities within the business. The measurements and evaluation of a company is usually done through a business process. Tactical Management
The above information is a brief summary of Human Resource Management with the help of John Sullivan’s Model. This gives an indication of how they go to work within an organization so that the business reaches its full potential. It also helps you understand that HRM (human resource management) is divided into further sections that interact with each other so that the business environment is well planned and organised.
Next we will be taking a look at Personnel Management and how it differs from HRM and also looks at the comparisons between the two. The different components within the system and how they interact with each other.
What is Personnel Management?
Personnel Management is much more administration then physical work. It goes into the finest detail of management. It also makes sure that strategies are performed to the best of their ability to deliver the best results for the business. Personnel Management is there to give advice and also how to better work activities that are structured to improve the quality of work that is being done. This is needed because the quality of work that is being done will determine the “quality” (High or Low) of profit they will receive.
To show exactly how the Personnel Manager operates and to get a better understanding of what it really means.
Understanding Personnel Management
Human Resource Management - Personnel Issues Tests are based on scientific principles and, if used properly, will positively contribute to organizational effectiveness. Although tests do not predict perfectly, there are not perfect selection procedures available. Test effectiveness should be compared to viable alternatives for predicting workplace success. For instance, effective paper-and-pencil ...
This chart points out the various factors that influence the activities or thoughts of a Personnel manager. Through this chart u can clearly see the huge difference between HRM and PM but you can also pick up the comparisons between the two managements .It is clearly visible how these two forms of management interlink with one another.
• Personnel management strategies, like HRM strategies, flow from the business strategy.
• Personnel management, like HRM, recognizes that line managers are responsible for managing people .The personnel function provide the necessary advice and support services to enable managers to carry out their responsibilities.
• The values of Personnel Management and at least the “soft “version of HRM are almost identical with regard to “respect for the individual”, balancing organizational and individual needs, and developing people to achieve their maximum level of competence ,both for their own satisfaction and to facilitate the achievement of organizational objectives.
• Both Personnel Management and HRM recognize that one of their most essential processes matches people to ever-changing organizational requirements- placing and developing the right people in and for right jobs.
Over view of section A
These points clearly show that there is comparisons to certain extend with the two however there is still a big difference between the two. But even though they are so different they are all there to serve the same purpose for the business. They all have the same goal and that is to improve business performance .It doesn’t matter how they achieve this they all have one objective. Improving the business performance it will improve the quality service or goods that they deliver. Breaking these two management forms down gives a better perspective of how they work. But even though it explains what it does it does not state what a HRM does on a daily basis and what his job is like.
So in Section B I look at what exactly HRM does and also take a look at what a line manager because line mangers are mentioned in various occasions and seems to play a key role in the success of any HRM system.
Business and Work Environments A trade union is a cohort of people involved in similar work or working in the same industry who have banded together for their mutual benefit in matters connected with work. Trade unions exist to collectively represent and protect workers by improving the quality of their working lives. In the workplace, both employees and employers have rights and responsibilities ...
In this section I take a closer look at Line management and to what a HRM practitioner does on a daily basis.
What is Line Management?
Line Managers are responsible for the establishing and implementing of company policy as well as running the organisations main activities. Which means they can give orders to those beneath them or their subordinates .They are also there to enforce a work environment with dignity. Therefore they must make sure that there is no inappropriate behaviour by workers or employees. If there is they have the right to approach the people that are involved with this behaviour.
It is very important that Line Managers know how to communicate with their subordinates. If there is know communication there will be no relationship between the two and misinterpretation can occur. So it is important for Line managers to communicate clearly with their subordinates so that they know what is expected.
Line Managers must be prepared to do the following:
To act before a problem occurs within the work place. That’s why there needs to be mutual respect towards each other.
If the line manager suspects that there is inappropriate behaviour within the business he needs to address it in such a manner that it is not always necessary to go to the overall Managers
He/she must handle all cases with respect and not act inappropriate towards his/her subordinates. T hats why there needs to be respect and dignity in the workplace
When staff members reports cases of inappropriate behaviour the Line manager should approach the situation in a positive way so that they can distinguish whether it is true or not. It may happen that the guilty party is not aware of their behaviour so if approach in a respectable way they can still correct their behaviour.
The Line manager should also set a good example for their subordinates so that they can learn from him .In order to set a good example they should do the following:
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Setting a good example for others also to appear properly and treat all staff fairly as well as handle cases fairly.
They should not be bias in anyway therefore they need to review their own actions so that discrimination does not take place.
They should know how to handle problems in the work area and should therefore always try and better their skills in problem solving
Inform the workers when their actins and behaviours are inappropriate.
Act fairly in all cases and not favour friends in any kind of a way.
When faced with a problem and they are not sure they should approach their supervisors for advice and not take matters into their own hands.
The Line manager of a company is thus there to sort out any differences in the work place WITHOUT having to inform the HR department and hassle them with small problems. HR is not always available and do not always have time to sort out small office differences that’s why the Line Manager is there to take care of it. A Line manager is also in order to give negative comments a bout the quality of work that is being done. If they have possible solutions to these problems they are allowed to bring in to the attention of their Manager.
They also make a huge difference in these areas:
Orientating new staff in the business
Motivating other staff members to ensure better quality work
Implementing HR policies
Putting the right on person at the right job
Improving job performance by monitoring individuals
Developing new skills of employees to better the work force
The assumption can therefore be made that a large percentage of the HRM departments tasks are handled by line Managers because they dealt with these situations on a daily basis which a HR managers is not always able to do.
The role and daily tasks of a Human Resource practitioner
Over the years the daily tasks and functions has changed rapidly because of the modernisation of times. And because of various factors within the business industry that has forced some changes upon the HR system and practitioners. Other key factors are the rights of people that have also changed with the changing of time. So HRM have much more to consider in this field when working with problems and people.
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With the big change in the labour market and businesses growing more and more companies have to keep up and add new staff .However this is where the HR practitioner steps in its is his/her job to train and make sure that the staff or employees are skilled well enough. This then eliminates the idea of hiring more people and the business having given out more money.
A demographic change also makes up a big part of a HR role and affects their job on big scale. With the hiring and training of youngsters in a short amount of time this puts pressure on the HR practitioner. Together with this they also have to make sure that a healthy working environment is obtained. The HR manager also has to be up to date with the latest changes in the market and the business environment .This is needed because they need to smoothly work these changes into their department without disrupting it .They also need to have the knowledge of various laws and have global knowledge so that he can easily meet his needs within the system.
They assist the top management in making strategic decisions for the business as they are aware of what’s happening within the business because they correspond with people within the business daily. So they basically know what’s needed and were there are problems. He /She have to identify the quality and quantity of employee requirements that are needed to meet the future demands of the company. Overall the HRM has a numerous amount of tasks facing them daily from hiring the right person to making sure that every worker is trained well .These are just some of the task thus his/her job is never really done and to for fill the work of a HRM you have to have lots of patience and think strategically at the same time.HRM is a very important part in any big company because it deals with the working force of a business and the work force determines the success.
After a numerous amount of research I finally understand what HRM and what it consist of. I also asked myself which one of these divisions in HRM is more important? I then came to the conclusion that there is no way of telling who is more important as these divisions all play an important role within the HRM system. And that without them there would be shortage or lack of an organisation in the business. As the HRM plays a key role in how business is done within a company and also the quality of the work that is being delivered. It broadened my perspective of HRM and what they really do and I know now that is it much more than dealing with the people in the company. There role within a business is very important and it’s not always noted. People simply think that the job of a HRM is just to manage people what they do not know is that their work goes much further.
These managers handle an uncountable amount of work within the company. That’s why they have things such as line managers to help lessen their work load and make work easier for them. I can therefore say that I now have a much better perspective of what this entails.
Carter McNamara Free management Library 2010
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