assignment
INTRODUCTION:
Definition of HRM:
The process of hiring and developing employees so that they can become more value able to the organisation. Human resource management includes conducting jobs analyse, planning personnel needs, recruiting the right people for the job, orienting an training, managing wages and salaries, providing benefits and incentives, evaluating the performance, and communicating all employees at all levels. (Susan Heath field, 2009)
Definition of PM:
Personnel management is an administrative discipline of hiring and developing employees. It includes; Conducting job analyses, planning personnel needs and recruitment, orienting and training, determining and managing wages and salaries.
(Susan heath field, 2010) Explanation OF HRM:
HRM 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.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
1.1 Distinguish between personnel management and HRM
Personnel management is workforce centred, directed mainly at the organisation’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. While on the other hand, HRM is
Definition of HRM:
The process of hiring and developing employees so that they can become more value able to the organisation. Human resource management includes conducting jobs analyse, planning personnel needs, recruiting the right people for the job, orienting an training, managing wages and salaries, providing benefits and incentives, evaluating the performance, and communicating all employees at all levels. (Susan Heath field, 2009)
Definition of PM:
Personnel management is an administrative discipline of hiring and developing employees. It includes; Conducting job analyses, planning personnel needs and recruitment, orienting and training, determining and managing wages and salaries.
(Susan heath field, 2010) Explanation OF HRM:
HRM 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.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
1.1 Distinguish between personnel management and HRM
Personnel management is workforce centred, directed mainly at the organisation’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc. While on the other hand, HRM is