HUMAN RESOURCE MANAGEMENT

Human Resource Management

Human Resource Management

Introduction

This essay will cover the key functions and objectives of human resource management, evaluating how organisations, like Tesco handle their human resource operations.The key differences between personnel management and human resource management have been evaluated and discussed. The roles of line managers, with an example from an actual scenario of Tesco, have also been highlighted and explained.

Other key areas discussed in this essay include the legal framework and regulations for human resource management, recruitment and selection process at organisations like Tesco and McDonald's, stages involved in human resource planning, motivational theories and the job evaluation process.

Discussion

Personnel Management and Human Resource Management

Human resource management is commonly defined as the system of activities and strategies that focus on successfully managing employees at all levels of an organisation in order to achieve organisational goals. It is the management of employees to achieve the individual behaviours and performance that will enhance that organizations performance and effectiveness. Human resource management encourages workers to mark personal goals, guiding and shaping their attitude and behaviours in accordance with the organizational goals and objectives (Law, 2009, p.n.d).

Human resource management and personnel management were traditionally known as one and the same thing, but recent trends have diversified the two disciplines. Before this diversification personnel management involved the responsibilities of interviewing applicants, training employees and managing employees' personal data. The modern personnel management however places greater emphasis on managing the morale and motivation levels of workers, which has become an integral part of the latest competitive strategies (Law, 2009, p.n.d).

Human resource management and personnel management are even considered interchangeable by certain school of thoughts, but when compared, human resource management is considered the broader discipline of the two. The differences between human resource management and personnel management are discussed in the following paragraphs.

The goal of human resource management is to make employees work at their maximum potential. Personnel management on the other hand may include both traditional and routine administrative tasks and by contrast human resource management involves the ongoing strategies to develop and manage an organization's workforce. Personal management is considered an independent function of the organization, while human resource management is an integral part of the functioning of the entire organization.

Human resource management is proactive in nature, which means it is not only concerned with the present organizational functions and conditions but also with the future planning and consideration. Personnel management on the other hand is considered as reactive in nature, as it responses to the current demands and activities.

Personnel management is employee centred, meaning it aims at the hiring, training, compensating, and maintaining the existing force of the organization. Human resource management is resource centred and focuses more on the managerial aspects in terms of maintaining the responsibility of human resource management to line the authority and management development.

Human resource management also emphasizes on contracts and modifying them according to the demands of the business. It takes the responsibility of motivating workers and constantly inspiring their ...