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HRM and Personnel Management

Pages:
5 page
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10
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Subject:
BUSINESS & MANAGEMENT
Language:
English (U.S.)
Date:
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INSTRUCTIONS:

Crіticаlly analyze the key differences between HRM and Persоnnel Management. In рarticular, discuss the key differences in relation to emрloyee relations, rewards, organizational culture and the role of line managers.

 

SOLUTION:

HRM and Personnel Management

Name

Institution/Affiliation

Introduction

            In principle, Personnel Management is identified as an administrative function of an organization that offers needed activities regarding organizational requirements so that to manage the relationship between employers and employees. According to Kabst and Matiaske (2005), Personnel Management deals with employment laws, employees and their payroll. Personnel Management is considered as reactive since as an administrative function it presents demands and concerns as presented. Therefore, it is less dependent of an organization. On the other hand, Human Resource Management (HRM) is an organizational function that creates and maintains personnel management skills; it is analyzed in a much broader sense than Personnel Management (Dertozous & Garber, 2006; Stivers & Hummel, 2007). Additionally, HRM can be termed as proactive, as it reflects on the constant advancement of activities and policies aimed at advancing the workforce of a particular organization; hence HRM plays an integral part in the operations of an organization. According to Price (2007), it has been argued that there are no significant differences between Personnel Management and HRM; nonetheless, many experts have compiled many differences between the two. For that reason, this paper-based essay aims at analyzing the key differences between the two concerning employee relations, rewards, organizational culture and the role of line managers.

Employee relations

            According to Condrey and Ledvinka (2010), employee relations perspective can be analyzed regarding two categories, such as the (i) collective approach and (ii) the individualistic one. Specifically, Personnel Management is regarded to be of pluralistic nature as it advocates for the collective approach as such employees are offered the same kind of treatment thus this encourage a regular scale performance characterized by low levels of trust. Besides, Personnel Management tends to work on the belief that employees in an organization should share some universal values; therefore a confrontation is easily avoided since disagreements are described by the use of phrases and expressions. Conversely, HRM takes a unilateral nature that adopts an individualistic approach and can be well illustrated in the absence of institutions such as trades unions. Nonetheless, Kabst and Matiaske (2005) assert that HRM promotes the level of trust between employer and employee through the introduction of performance-related award system hence employees can work based on different values for different groups. HRM creates room for employees to focus on their work on a high degree as well as the freedom to explore new ways of enhancing the completion of tasks.

Rewards

            Primarily, this is a system that is concerned with how employees get to be rewarded for their contribution to the achievement of goals and objectives of an organization. Consequently, Personnel Management is characterized by the involvement with the pay scales as featured by the hierarchical structure of the organization thus reflects on the length of services as opposed to the current contribution. Hence, Dertozous and Garber (2006) explain that employees through the various trade unions get to collectively bargain for pay structures most notably for the non-managerial employees. On the contrary, HRM focuses on pay structures that can be described regarding the emphasis aimed at the rewarding contribution; hence the reward system is majorly team-based or individualistic. Therefore, an organization enjoys the responsibility to come up with its reward systems, as long it works and operates within the confines of the laws. And it goes without saying that organizations...

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