HRM

Human Resource Management and Human Resource Planning



Human Resource Management and Human Resource Planning

Introduction

In society, today, where globalization and global interdependence creates a new context for the work of small and medium enterprises, it is clear that progress towards a better quality of life is based on the amount of effort sets. Today, companies need to take into account that it is very important to have a planning of resources for humans to optimum growth and achieve its objectives through the plan designed by the tactical organization. In determining the number and employees that would be needed, the department staff can plan their work to recruitment, selection, training and more (Walker, 2007, 65). Human Resource Department allows the personnel department to provide the organization the right people at the right time. Thus, becomes a high priority activity.

Difference Between Personnel Management and Human Resource Management

Personnel Management

In ancient time personnel Management was used for set of activities related to the workforce that included payroll, staffing, contractual obligations and other administrative activities. Personnel Management include activities which focuses on the Management if workforce rather than resource, it is mainly related to administrative activities and main job of personnel manager is to ensure that the needs of the workforce as they pertain to their immediate concerns are taken care of. In addition, role of personnel manager is like a mediator between employees and Management thus, it was observed that personnel Management was not in tune with Management objectives. Personal Management has reactive approach because of their way to operate the entire process. Personnel Management for all that is related to the person administration file, pay, promotion, career Management, sanctions. Personnel Management is limited to direct the work required for the conduct of and follow-up performance of their duties and staff access to their rights (Rothwell, 2008, 27). Human Resource Management

HRM can be described in two ways; proactive and strategic. The reason behind is that there are various strategies going on and its consultancy activities towards developing and managing employees and organizations. HRM is seen as proactive because of their ongoing functions and development s to improve and enhance the resource of the company. HRM aims to have various managers in different departments with essential skills to manage and tackle employees. It is Management where everyone in the organization despite their position can take part in learning and development. Human resource Management is related to everything relating to the regulation; the business needs (training, recruitment, promotion, mutation, code compliance work. Human resources Management is a big tent and normally have the personnel section affiliated to the Management of human resources. The HRM include the whole range of information and practice that recounts the environment of job and orders paid work relatives. It is often advised as a broad period which wraps the total of a work based relationship, employed periods, situation, & representational schemes (Macaleer, 2007 15). HRM wrappings the five purposeful undertaking localities, that are, recruitment: getting people with the befitting information, abilities in addition, ...