There is different opinion on human resource management and personnel management.

Some say it is the same and some say against and consider human resource management as a modern approach towards employees. But human resource is management is widely recognised as a proactive approach. It involves integration human resource management strategy with overall organisation strategy. HRM is proactive such competiveness of organisation and efficiency of employees. However, personnel management focuses on short term, mostly operational and day to day issues of the organisation. (Alan P 2007) According to Legge, the difference between HRM and personnel management is not much but human resource management put emphasis on resources, organisation culture, manager role and core workforce to maximise profits. (Allan P 2007) Khurana states differences between human resource management and personnel management There has been huge debate on human resource management and personnel management. As both are concerned with human resources and recognised the importance of human resource in achievement of organisation objectives. However there is clear difference between human resource management and personnel management. Those are as follow. (Khurana et al 2006) Managers v/s employees Personnel management is concerned with rules and regulation for employees of the organisation. In this managers are responsible for creating an environment for employees but in human resource management recognises the importance and significant contribution of employees in achieving organization objectives. HRM prepares policies and design development programmes for the employees to excel in the organization. Focus Personnel management focuses on empowerment of managers and providing more authority to line managers. Human resource management focuses on co-ordination and development of human resource in achieving organisation objectives. Personnel management consider

employees as a tool of organisation whereas HRM consider them as a key resource of the organisation.

Armstrong States that human resource focus on strategic fit and put more emphasis on integration. Secondly it is expected from Human resource to be strategic partners rather than personnel administrator of the organisation. (Armstrong 2007) Communication In personnel management the communication between management and employees is indirect but in human resource management, the communication is systematic and direct in order to help and improve working environment. Salaries/wages In personnel management, the wages/salaries are decided on the basis of type of job whereas in HRM wages and salaries are decided on the basis of salary structure and performance of employees. As per CIPD Report (2010) on personnel management and human resource management, the distinction is as follow Personnel Management Human resource management

It is based on employer needs for the fair It is run to achieve competitive advantage in treatment of employees. It has short term perspective the market. It has strategic role and long term

perspective. Administrative approach towards employees. It has distinctive approach towards

employees. It is run by personnel specialist to deliver, It is run by professionals with cooperation of monitory and to devise policies. Its effective in stable environment. line managers. It effective and run in competitive

environment. it planning perspective is reactive There is domination of self interest Its planning perspective is proactive. There is domination of organisation interest.

Human resource management is more focused and modern approach towards organisation employees. it has strategic function and has to play important role in the success of organisation such planning, recruiting, training, appraising, rewarding, motivating,

controlling and organising human resource to meet the objective of the organisation. On the other hand, personnel management is traditional approach which has no strategic function and proactive approach towards human resource.

Task 2 1.2: Function of Human resource management in contributing to organisation purpose The success of organisation totally depends on its human resource; it involves selecting the right person for the right job in the right time. It is only possible by having an effective human resource function. In organisation planning is primary function of all departments. Similarly, Pacific private limited has human resource management put in place. It involves planning of human resource to meet the objective of organisation. The HRD prepare plans for recruitment, training, development, budgeting, skill set, and job rotation etc in advance. The planning allows human resource manager to highlight the strength required by organisation to meet its objectives. Organising After planning, the next function is organising. It involves designing of organisation structure of jobs, human resource and physical factors of organisation. The structure of organisation provides a framework within which people will operate. The objective is to increase coordination, communication, integration and cooperation among staff and department to achieve the objectives of the organisation. Randawa (2007) states that senior and line managers should contribute in the formation and designing of structure of the organisation. In Pacific pvt ltd, HR manager is responsible to co-ordinates with other mangers in organising resource and in designing of organisation structure. Staffing and recruiting As explained earlier, the success of the organisation depends on recruiting the right people for the right job at right time. At planning phase, human resource manager identify the staffing required to support organisation objectives. The process of recruitment should be decided carefully as it could lead to wastage of resource and time. The recruitment and

selection process involves Job analysis, job description, job specification, job advertisement channels, interview, sorting, testing, selection, induction and training of new recruits. The staffing decision should be made after considering filling the position by existing employees as it affects existing employees moral and motivation. Pacific Pvt Ltd HRD do staffing after careful consideration of existing staff and skill level required for vacant position. Performance appraisal The HR department review the performance of employee on regular intervals. A performance appraisal involves analysing the information of employee to understand the position and worth of employee. The objective is to improve the performance and to increase the potential of the employee. After appraisal, the HRD decides the action plan of the organisation. In Pacific Pvt Ltd, Training and development This is the important function of human resource management; it involves training and development of employees to make them more efficient and effective. The weakness identified in performance appraisal is covered with the help of training and development. In Pacific Pvt Ltd, training and development is continuous process to improve the skills, knowledge and abilities of the staff. It consists of on-job training, employees rotation, skill development workshop and seminars. Salaries and Wages One of human resource management function is to decide salaries and wages of employees. it involves both intrinsic and extrinsic reward to keep them motivated to work hard to achieve organisation goals and objectives. Similarly, Pacific pvt Ltd consider its employees as an important resource and it reward them according to their abilities, skills and performance. The results are evident from expansion and success of the company. Task 3: 1.3: Evaluate the role and responsibilities of line managers in human resource management The role of line managers in human resource management has changed over the years. It is more sophisticated and modern towards management. There is significant involvement of legislation; jobs are more technical and highly skilled.

In Pacific Pvt Ltd, line managers have responsibility of managing people, operation cost, supply technical expertise, monitoring and evaluation of the processes. The line managers play different roles in the organisation such strategic decision making role, operational management role and liaison role. They are responsible for identifying training and development needs and how the training should be conducted. Their involvement in training and development has positive and good impact on employee behaviour and performance of the organisation. As a result employee shows better commitment to the organisation in achieving organisation objectives. In CIPD report (2012), a typical line manager has following responsibilities Perform day to day management of people working in the organisation. Managing and maintaining operational cost. Identify and provide technical expertise required by organisation. Organising and finalising work rota and work allocation. Monitoring different work process. Managing and checking quality of work. Dealing with clients and customers of the company. Performance measurement.

Harris et al states that line managers are responsible for day to day activities and manage the progress of employees. Armstrong (2006) states that HR design and instigates policies and practices but the line managers are responsible for implementing those policies and practices. The success of organisation depends on effective implementation of HR policies and practices and line managers play an important role in implementation of policies and practices. According to Purcel et al, line managers give life to the policies and practices and support each other to achieve positive results. In Pacific Pvt ltd, line managers has central role in HRM, as they carry out performance appraisal, take interview, salary recommendation, day to day activities, liaise between management and employees etc. HRM is strategic partner and strive to achieve organisation objectives and line managers coordination is required to carry out their task effectively. Line managers in Pacific Pvt Ltd are critical part in the success as they are directly engage with employees. they are the ones which provides foundation for organisation culture. Line

managers encourage employees to achieve organisation objective by focusing on strengthening and communicating with them. The human resource department use surveys and feedback to evaluate line managers efficiency and effectiveness. in performance related pay structure, the line managers has important role in deciding the pays and reporting of the employees. the criteria decided by line managers affect the amount received by employee. The scheme must be credible, unbiased, fair and based on objectivity. The human resource assess the high rating employees against the scheme and measure the objectivity of scheme to ensure its free from biasness.

1.4) Analyse the impact of the legal and regulatory framework on human resource management The legal framework has significant impact on organisation; the organisation has to comply with all requirements.

Data protection and freedom of information legislation Equal pay Act 1970 Sex Discrimination Act 1975 Race Relation Act 1976 Parental Leave Regulations 1999 The Disability Discrimination Act 1996, 2005, 2006 Equality Act 2006 Work and Families Act 2006

In United Kingdom, the legal and regulatory framework has significant intervention in company affairs. There is many reason behind such strict requirement to which a company has to comply. The laws have formed over the period of time to protect employees from abuse, discrimination, wage, dismissal etc.

Pacific Pvt Ltd human resource has complied with all legal and regulatory frameworks while devising its policies and procedures. The human resource management has to consider many laws at the recruitment and selection. Pacific Pvt Ltd ensures fair treatment of employees to

avoid victimisation because if it treats the employees unfairly the company will have to face legal issues under Equality Act 2006.

Human resource management has laid down policies and procedures for employee dismissal, complaint, recruitment, selection, equality and information about the employees.