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Out Line the key features of HRM as an approach to managing people in the workplace. Compare and contrast the HRM approach with more traditional personnel management. Assess the advantages of the HRM approach for employers.

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Introduction

Out Line the key features of HRM as an approach to managing people in the workplace. Compare and contrast the HRM approach with more traditional personnel management. Assess the advantages of the HRM approach for employers. Human resource management (HRM) seeks to maximize organizational performance through the adoption of best practice in the management of people. It can be view as an approach that considers people as the key resource. It subscribes to the notion that it is important to communicate well with employees, to involve them in what is going on and to foster their commitment and identification with the organization. In addition, a strategic approach to the acquisition, management and motivation of people is heavily emphasized. Human resource management (HRM) becomes much more popular than ever before, in fact, it is essentially replaces the terms 'personnel management' or 'personnel administration-on'. Many people considered HRM as a revolution of personnel practice. In contrast, a number of commentators have argued that there is not any significant difference in the concepts of personnel management (PM) and HRM. In this essay, it is intended to outline the key features of Human Resources as an approach to managing people in the workplace and analyze the relationship between HRM and PM and also assess the advantages of the HRM approach for employers. ...read more.

Middle

The new bottle or label can help to overcome that deficiency." (Armstrong, 2001) Guest model Guest (1987) presents four policy goals as testable propositions: � Strategic integration - integration of HRM issues into strategic plans of the Organization; � High commitment - to pursue agreed goals and strong identification with the Enterprise; � High quality - managerial behavior that leads to investment in, and Management of, high quality employees, which directly bears on the quality of Outputs � Flexibility - functional flexibility and an adaptable organization to manage Innovation. Similarities Between PM and HRM The aims of personnel management are the effective recruitment, selection, rewarding, deployment, training, co-ordination, control and management of labour resources in organisations. In this way that not only will they achieve satisfaction and 'give of their best ' at work, but also, doing enable the employing organization to achieve its goals. Therefore, there are similarities between personnel management in construction and 'hard' models of HRM, particularly in relation to manual workers. � Both recognize that line managers are responsible for managing people Personnel function provides the necessary advice and support services; � Identical with regard to respect for the individual, balancing organizational And individual needs and developing people both ...read more.

Conclusion

This is facilitated through the management of systems such as human resource planning, recruitment and selection, appraisal, training and development, and rewards. These systems must be integrated and "pull in the same direction". In this way the HRM approach assists the organization to be more effective and profitable. 6. Conclusion Through outlining the key features of HRM, comparing and contrasting with the similarities and differences between the two, assess the advantages of the HRM approach for employers, it can be concluded that, comparing with traditional personnel management, HRM is a development, which originated from personnel management and is a better way of people management. Strategic integration and the promotion of employees' commitment are key features of the HRM model that bring about a new role and scope for the personnel function in the organization. It is the vital to the ongoing success of an organization in today's highly competitive market place. A strategic approach to HRM does everything to ensure that the right number of the right types of motivated, energized, and self-directed people with creative ideas and corporate commitment are there to manage the organizations business and in return the people are given adequate reward, agreeable job securities, continuously enlarging opportunities, and reinforcing employer-employee relationship. ...read more.

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