Leoncio, John Lester

1. Write a 1-minute speech about the importance of HR concepts in business.

Human resource management refers to how people are managed at work. HRM is the process of
connecting individuals with organizations and assisting them in achieving their mutual goals. Various
policies, processes, and practices are in place to assist employees and organizations in meeting their
objectives. Human resource management is a branch of management that deals with people at work; it
is concerned with the human aspects of organizational management. Because an organization is made
up of people, acquiring them, developing their skills, motivating them to achieve higher goals, and
ensuring that the level of commitment is maintained are all important activities. Human Resources aid in
the transformation of lifeless production factors into useful products. They have the ability to enlarge,
that is, to produce an output that is greater than the sum of their inputs. Ordinary people can achieve
extraordinary results when they are inspired. They can assist an organization in achieving results in a
timely, efficient, and effective manner.

2. Explain the slides 5 and 6 in your own understanding in 3 paragraphs.

The Nature of HRM
 HRM involves management functions like planning, organizing, directing and controlling.
 It involves procurement, development, maintenance and management of human
resource.
 It helps to achieve individual, organizational and social objectives.
 HRM is a mighty disciplinary subject. It includes the study of management psychology
communication, economics and sociology.
 It involves team spirit and team work.

The scope of HRM

 Setting general and specific management policy for organisational relationships and
establishing and maintaining a suitable organisation for leadership and cooperation.
 Collective bargaining, contract negotiation, contract administration, and grievance
handling are all part of the job.
 Staffing the organisation, finding, getting and holding the prescribed types and
number of workers.
 Aiding in the self-development of employees it all levels providing opportunities for
personal development and growth as well as for acquiring requisite skill and
experience.
3. Compare and contrast Personnel Management from HRM.
Despite human resource management and personnel management have comparable tasks,
they operate in different ways. Depending on the people management requirements inside an
organization, each strategy has worth and can operate effectively. Employees are typically
rewarded annually if their performance is adequate, and personnel management tends to
follow a rule-based structure, providing conventional perks and training. It takes a reactive
approach to challenges, preferring to follow a professional guideline. Human resource
management decides to treat its employees well by providing desirable benefits and a thorough
on boarding process.

Similarities between personnel management and human resource management

Hiring

Both the human resource management and people management teams are in charge of hiring
new employees from within and outside the firm. If external hiring is required, both
management teams will go through the process of assessing CVs, noting technical talents and
work ethic, and cooperating with other departments as needed. When it comes to internal
hiring, the management team has a few options. Depending on the department, this could
entail advertising the job vacancy for all employees to view, requesting managers to
recommend high-performing individuals, selecting individuals based on knowledge, skills, and
talents, or using succession planning, which prepares staff for promotions.

Employee orientation

Both the human resource management team and the personnel management team are
responsible for introducing new employees to the organization once they have been hired. This
usually entails registering their pay with the appropriate tax office, social security office, and
insurance provider.

Managing employees

Any problematic circumstances that may emerge in the office are handled by the human
management team and the personnel management team. Both management teams are
responsible for exchanging any information for employee safety or broader business
operations, such as mergers or acquisitions.
Compensation and benefits

Providing the correct benefits to employees is a critical step in guaranteeing their happiness at
work. Employee remuneration and benefits are built up with the help of human resource
management and personnel management. Payroll administration and management, as well as
calculating and paying any necessary bonuses, are frequently delegated to the two
management teams.

Differences between personnel management and human resource management

Hiring

Hiring in people management typically entails hiring from a number of companies. This can be
accomplished by a group of people or by a single person. Candidates are evaluated based on
how well their CV follows a strict checklist list, regardless of their abilities or personalities. The
human resource management method prefers to hire employees by collaborating with the
company hiring manager – a relatively new role in human resource management – who
understands the companies or organizations specific needs. This process ensures that the
employee hired not only possesses the necessary skills to perform adequately, but also fits the
organization's culture.

Employee orientation

The primary goal of the orientation process for the personnel management team is to review
and sign required paperwork with the employee upon their first day on the job. This
documentation adheres to a standard framework and includes an employee handbook that
documents all intended employment policies and procedures.

Alternatively, the human resource management team takes a more nurturing approach to
employee orientation. New employees are welcomed into the organisation with sufficient
training and are, on occasion, offered opportunities such as formal mentoring programmes and
meet-and-greets with other employees.

Managing employees

When managing employees, Personnel management protocol has a very traditional approach
that has been in use for a long time, favoring structure and rhythm. This traditional structure
necessitates that employees strictly adhere to the company code of conduct. This method is
followed from the moment they are hired until they are transferred, promoted, or leave the
company. Employees must educate themselves on these processes and codes of conduct by
reading the employee handbook provided to them during their first week of work.
Human resource management takes a more progressive approach, relying on relationships to
ensure a steady work flow with thriving productivity. The team's role is to facilitate healthy
communication between managers and employees. In the interest of optimising employee
output, human resource management supports the line manager in ensuring that the strengths
of each employee are recognised and utilised

Compensation and benefits

Personnel management tends to follow company policy without question. Employee benefits
are often limited by preventing promotions above one salary grade and restricting annual
increases within a compensation system. This is done to ensure consistency and encourage
employee motivation through a scheduled pay grade range, which allows the employee to
move up in pay grade at a consistent pace – usually one pay step up per year of service.

While consistency is also key within human resource management, this approach focuses on
employee development rather than company policy. Human resource management
understands the value of an employee who is recognised for their performance, whether that
be in the form of a pay raise or even an impressive benefits package.

Thorough employee management is essential for any company. Human resource management
is far more proactive than personnel management. Personnel management focuses on the
maintenance of all personnel and administrative systems, whereas human resource
management has a more strategic approach, forecasting the organisation’s needs and
continuously monitoring and adjusting all systems.

4. What it takes to be a good HR manager? employee?

What it takes to be a good HR manager

A professional HR manager must keep the communication lines within the entire organization
functional at all times. Communicate with the employees not only when they are facing
transitions, but on a day-to-day basis, too. When you know what issues they are facing, you’ll
be able to manage them well.

HR managers represent the rules and needs of the organization. That’s why they appear as dry,
cold, and distant most of the time. When you rediscover your passion, you’ll overcome that
flaw. Your own drive will inspire the people you’re trying to recruit, as well the current workers
in the organization.

As a HR manager, you have to keep tabs on everyone. You can’t inspire them to do a better job
with generalized motivational talks. If you push them towards their personal goals, however,
you’ll be on the right track.Human resource information and applicant tracking systems are
constantly being upgraded. You have to stay on top of new technologies, so you’ll keep
improving your effectiveness as a HR manager

How do you develop such flexibility? Be on top of all new trends. Analyze the events and
culture within the organization. Consider their ideas and try new methods to support the
workers’ development. Your profession involves learning and influencing change. Remember
that!

What it takes to be a good HR employee?

Human Resource professionals can’t survive if they don’t have excellent communication skills.
Communication skills encompass a large range; it’s not just one specific thing, because there
are many forms of communication. Being able to listen and hear what the other person is
saying is a real skill. Many people listen, but they don’t really hear what is being said. What is
the point? You must be able to deal with people in a friendly and professional manner so that
people can relate to you easily. There are not enough hours in the day for a Human Resource
professional to be able to get all of his or her work done. As in any job, you have daily tasks that
must be completed, but we all know how that goes. When working in Human Resources, you’re
happy if you can get some of the tasks completed. More often than not, you are faced with
sudden issues that come up and require your immediate attention. This quality is probably the
most important one that any good Human Resources professional needs. People will only open
up to someone they can trust. They must believe that you will do the right thing and have their
best interests at heart. Along with trust comes confidentiality, because if someone is sharing
personal information with you, they need to trust that you will keep it confidential and not
share it with anyone else. One of the many jobs of Human Resources professionals is providing
training to employees and management. Employees need to be kept up-to-date and educated
on the skills and training needed to perform their job. Helping employees develop their skills to
enhance their job knowledge and performance not only benefits the employee’s career, but the
company as well. As a Human Resources professional, you must be able to remain neutral.
When dealing with a work incident or employee issue, you must be able to be objective and
impartial. Your personal opinion does not count—these types of decisions must be based solely
on the facts presented. Having excellent problem-solving skills is a must, and you’ll need to
apply them in numerous situations. A big factor is knowing when you are not able to be
objective or impartial about a particular incident or issue, so that you can remove yourself from
the situation and have someone else handle it. You must be able to perform well under
pressure and be able to make informed decisions based on facts, not emotions.