• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Personal Management or Human Resource Management - Which is it?

Extracts from this document...


Personal Management or Human Resource Management ----- Which is it? The competition in the recent business area is unprecedented severity. The organizations, who manage successfully, can survive in the dog-eat-dog market. It follows that human resource becomes a key source of every organization. The effectiveness of managing the human resource also becomes an important factor to achieve success. In the same way, personal management and human resource management are two main modes for managing human resource. The definitions of these two modes will be showed in the first part of this essay. Then, this essay will compare these two modes with the strategy, corporate culture and the role of managers in different system. To begin with introduce the definitions about personal management and human resource management. Personal management refers to managing human resource with organizations, which includes recruitment and selection, training and employee development, appraisal and reward, discipline and dismissal (Edmund Heery and Mike Noon, 2001). According to Lesley Mackay and Derek Torrington, HRM is "directed mainly towards management needs for human resources (not only employees) to be provided and deployed. There is greater emphasis on planning, monitoring and control, rather than on problem-solving and mediation. ...read more.


After this, all of the activities should be done following the strategy, which also needs to be monitored. HRM does not as personnel management which only focuses on problem-solving and mediation. In addition, the strategy should be flexible, which can to be changed or adjusted when the purpose of the organization is changing. Secondly, corporate culture, which needs to be understood and managed as a key aspect of HRM, emphasizes to be built in HRM system. On the one hand, setting up a common interest between employer and employed could release a massive potential of initiative and commitment with in the workforce (Peter, Drucker, 1955). Furthermore, the personnel policies and procedures of the organization should be linked closely. At the same time, everyone in the organization should be involved in the achievement of the strategy, which will take great contribution to the organization. On the other hand, HRM emphasizes to build up an equal partnership between employers and employed, which is a mutuality system, all of the people in this system are equal when they are achieving the common aim of the organization. ...read more.


The HRM managers have a responsibility of integrating the whole organization, which organizes all of the members of the organization to work together for the common target. The HRM managers also have some abilities of motivating and developing the employees with the requirement of the organization's culture. Moreover, all of the programmes can be accountable, which means that every actual process should be monitored and controlled. In contrast, the role of personnel managers is different, who always pay attention to problem-solve and arbitration. It follows that the personnel managers usually partly play as a clerk, partly as an intermediary, and partly as caseworker. What is more, they often use the way of coercion and menace to manage, whose work is complicated and less planning. In conclusion, there are some dissimilarity between HRM management and personnel management, which appear in the organizational strategy, organizational culture and the role of manager of different modes. HRM emphasizes the importance of strategic approach which consists of planning, control, integration and management of the organization's human resources. At the same time, its programmes need to be relevant to the organization's culture, which own the common interest and equal partnership in the organization. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Strategic Management in Kenya.

    An advantage of this structure is that students can also interact directly with the Top-Level management. It creates a more personal relation between the organization and their students. Much thought has not been put into the structure because this is a family business and they do change the structure here

  2. Human Resource Planning.

    Boots find out about the supply of labour in the location they are operating. They also find out the current and future trends. These sorts of statistics are essential to Boots in understanding the local supply conditions. Further information is provided by the local employment offices and job centres, which hold details of unemployment figures for their particular areas.


    Supply and Demand Demand Sainsbury's demand for labour will depend on the plans that Sainsbury's have for the future. Sainsbury's demand for human resources must be estimated by analysing its future plans and by estimating the levels of activity within the business.

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    When this is done with, the manager has to show impartiality in examining evidence or justification by avoiding showing any emotions, criticisms of other views. The company's managers ought to ask each staff his version of the facts and try to contribute positively about each idea to resolve the conflicts

  1. Managing Human Resources in Marks & Spencer.

    It may also be useful to look at the amount of people leaving when planning to new staff; this may be done by the percentage wastage rate. This shows the amount of employees leaving as a percentage. When planning to recruit from external labour market the local employment of age

  2. Operations Management.

    It concerns the transformation process that involves taking inputs and converting them into outputs together with the various support functions closely associated with this basic task (figure 2). Operations managers therefore need to keep control of the inputs and processes that together provide the services that ensures sustainable growth and improvement in service delivery.

  1. Banquets Management

    Requisitioning the required staff and instructing them of the work expectations of the function 3. Supervising the laying for the function as well as other extra arrangements and the actual functions. 4. Co-ordinating with all other departments which are involved with the function arrangements 5.

  2. Personnel Management and Human Resource Management are one and the same thing". Discuss.

    to PM, It concerns itself with the human, with regards to their motivation and communication. The idea of HRM is too maximise the efficiency of the work place by treating employees as individuals and not a collective group. Throughout this process it tries to encourage its employees, both through giving

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work