Question: What Is Human Resource Management?

Answer: 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.

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There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management.

Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.
Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.

Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.

Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation.

Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Assuming that the employees of an organization are individuals with own mental maps and perceptions.e. Human Resources Management trains and motivates the employees by communicating ethical policies and socially responsible behaviour to them. From the personnel management point of view. providing a response to demands and concerns as they are presented. who are ready to offer their best. By contrast. own goals and own personalities and as such they cannot be perceived as a whole. The opposite is true of human resources. Human Resources Management (HRM) is the strategic management of the employees. Human resource management holds that improved performance leads to employee satisfaction. and job creativity are seen as the primary motivators. and the simplification of work responsibilities. rganizational Psychology holds that successful organizations do not owe their success solely to market realities and sustainable competitive advantages. yet the qualitative. With human resources. and at a later stage. are those that actually make or break an organization. on the other hand. Facts and figures are the quantitative elements of successful management. there is a lot more. bonuses. the cognitive aspects. In doing so. To that end. challenges do not cease for the HRM. decision making is not subject to the individual perceptions of the HR or the General Manager. HRM functions as the link between the organization and the employees. personnel management typically seeks to motivate employees with such things as compensation. human resources involves ongoing strategies to manage and develop an organization's workforce. The HRM activities in modern organizations are typically performed in communication with the General Management in an effort to provide a variety of views when a decision must be taken. it plays a significant role in clarifying the organization¶s problems and providing solutions. while making employees working more efficiently. rewards. competitive environment of today only if they capitalize on the full potential of each . i. understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life. HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals. and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. Actually. With human resources. HRM is very crucial for the whole function of an organization because it assists the organization to create loyal employees. employee satisfaction provides the motivation necessary to improve job performance. In that way. but it becomes the outcome of strategic consensus. As far as motivators are concerned. A company should first become aware of the needs of its employees. as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management. and not as a routine obligation.Personnel management can include administrative tasks that are both traditional and routine. The main goals / responsibilities of HRM are: To retain low employee turnover rate by inspiring people to work for the company To attract new employees To contribute to employee development To achieve these goals. tends to be an integral part of overall company function. It can be described as reactive. retaining and developing employees. Personnel management is typically the sole responsibility of an organization's personnel department. Modern organizations can survive in the dynamic. work groups. all of an organization's managers are often involved in some manner. who individually and collectively contribute to the achievement of the strategic objectives of the organization. Successful companies are those that consider their human capital as their most important asset. On the other hand. Aiming to enable the organization to achieve its strategic goals by attracting. It is proactive. effective strategies for meeting challenges.

and to improve not only their quantitative goals but also their organizational culture.employee. and their qualitative. The recruitment and selection of the best employees is a very difficult obligation. the use of proper Human Resources techniques is a really powerful way for organizations to overcome these challenges. Even companies that are voted in the top-ten places to work at. Unfortunately. cognitive aspects . New challenges arise even now for the organization. and it is certain that new challenges will never cease to emerge. Therefore. many companies have not understood the importance of the human capital in successful operations. often endure long periods of hard work to realize that human element is all an organization should care about.

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