Assignment 10 (Due: September 21, 2009, 13:00hrs)

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

MARLIE's PAGE:

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QUESTION: Look for various definitions of personnel
management and human resource management and their authors and sources
(minimum of 5). Critique each.

RETORT:

[1] For those who recognize a difference between PERSONNEL MANAGEMNT and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human
resources, on the other hand, is responsible for managing a workforce
as one of the primary resources that contributes to the success of an
organization.

When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
Written by
Malcolm Tatum
Last Modified: 15 September 2009




copyright 2003 - 2009
conjecture corporation

reference:http://www.wisegeek.com/is-there-a-difference-between-human-resources-and-personnel-management.htm



My Critique:
I agree with the author's point of view. I agree that such personnel management have differences with human resource management. but he can't change the fact that personnel management is also under the concern of human resource management.

[2] Ethics in Human Resource Management

Especially human resource management (HRM) plays a decisive role in
introducing and implementing ethics. The essay outlines some aspects of
ethics in HRM. It sketches ethical concerns that emerged in recent HRM
debates, and reflects the viewpoint that ethics should be a pivotal
issue for HR specialists. A number of ethical frameworks and their
application in HRM policies and practices are reviewed. Here, the focus
is mainly on barriers and obstacles to introducing ethical standards in
HRM activities. Finally, some first steps to putting ethics into HRM
practice are outlined.

author: Marco Köster

reference:http://www.grin.com/e-book/25297/ethics-in-human-resource-management

My Critique:
That is very true. I truely agree
with the author's point of view. Ethics plays a vital role in Human Resource Management. As what i ahve discussed in previous assignement no.7,we human beings have different characters that are difficult to manage because we ahve our own rational minds,but proper ethics in HRM is very fundamental, because in that pasture dealing with co-employee and dealing with clients are very crucial and sensitive. So, proper ethics must be practice in Human Resouce Management.

[3] Good employee selection practices makes a difference
The number of times I talk to managers and team leaders about
performance problems, and discover that the problems existed from the
very start, prompts me to re-inforce the basics.

Remember, team leaders and managers consistently rate their own
performance (or their organisations) at only a 60% employment success
rate.

Successful employment practices rely on getting the basics right. It
takes a little extra effort and some extra time, but that effort is
well rewarded. An efficient and effective employee saves time and
contributes positively to organisational success.

A poor employment selection only brings problems and stress - even if the person leaves smoothly.
author: Dereck Stockley
reference:http://derekstockley.com.au/newsletters-05/047-employee-selection-tips.html

My Critique:
yah!!i agree with this matter. It's really true that good employee selection makes a difference.Selecting an employee that will work in an organization can make or break the company's dream.It's very true that the problems occurs even from the start if there is no proper screening and selection of employees. Of course it will truely affect the company's status. because every personnel in a certain company carries the it's founded dignity.The success of an organization relies on how sincere and loyal and hardworking the personnels they have.

[4] Organizational Success through Effective Human Resources Management
In practically every instance organizations have tried to more clearly
identify and then focus on factors that impact their success. One
factor that seems to be receiving more attention than any other are the
people who work for organizations. What organizations are realizing is
that their likelihood of sustained success is most dependent on
learning to get the maximum out of their employees. Such a realization
has had a significant impact on the practice of human resources
management (HRM). What’s more, business forecasters predict that the
role of employees, managers, and HRM personnel are likely to see more
changes in the decades ahead. Thus, individuals entering the business
environment today (and tomorrow) require both an understanding of the
importance of human resources and effective HRM


author: Ronald R. Sims



reference:http://www.questia.com/read/101315308?title=Organizational%20Success%20through%20Effective%20Human%20Resources%20Management


My Critique:
almost the same thought with no.1,2,3.The triumph and sucess of an organization relies on the accomplshments of the Human Resource Management. It's like a butter and bread of the company, The HR dept. Effectivfe HRM has Positive Effects in th economy and in the industry.




[5] Personnel Management Expands into HR Management


HRM is concerned with managing human resources, at all levels, in a way
that helps the business gain a strategic competitive advantage.

The theoretical role of HRM is to maximize the potential of the
human resources available to the business. It seeks to play this role,
in an ideal situation, by aligning organizational goals with the
individual goals of employees. In practice, this might be possible only
to a limited extent.
HRM is also impacted by office politics and power plays. In fact,
team-building is a major concern for organizations. Team building also
is possible only to a certain extent.
Read more: http://human-resources-management.suite101.com/article.cfm/personnel_management_expands_into_hr_management#ixzz0SgE59qSy


Read more: http://human-resources-management.suite101.com/article.cfm/personnel_management_expands_into_hr_management#ixzz0SgDvycR3




author: Gopinathan Thachapilly


reference:http://human-resources-management.suite101.com/article.cfm/personnel_management_expands_into_hr_management


My Critique:

I have the same opimion with the author. from basic concerns to general concerns.
HRM should maximize it's personnels skills, capacities and capabilities but not to the extent that the employyes will be exhaust and be forced,because humans are not machines,they can be manage but not to be controlled even to their thinking, they are task with corresponding sunctions or rewards.






~FIN~

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


Personnel management

 Defined as the function of management concerned with promoting and enhancing the development of work effectiveness and advancement of human resources in the organization through proper planning, organizing, directing, coordinating, and controlling of activities related to procurement, development, motivation and compensation of employees to achieve goals of the enterprise. (Sison,1990:30)

Critique:
From the above definition, it is a significant part of management concerned with employees at work and with their relationship within the organization. It is very important to augment the different skills and working abilities of some workers because they are the ones liable for the growth of their respective company.

 A code of the ways of organization and treating individual at work so that they well each get the greatest possible realization of their intrinsic abilities, thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they a part its determining competitive advantage and its optimum result. (Spates,1944:9)

Critique:
To all workers of a particular organization, they should be treated well for them to perform their assigned task in accordance with their working expertise. Through with this, they can feel the best atmosphere provided by their company.

 The phase of management concerned with the engagement and effective utilization of manpower to obtain optimum efficiency of human resource. (Webster,1687)

Critique:
This is the integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals. Skills in communicating effectively, developing teams, managing diversity, managing conflict, delegating responsibility, coaching and training, giving and receiving constructive feedback, and motivating and guiding either indivdiuals or groups to achieve specific goals.




Human resource management (HRM)

http://en.wikipedia.org/wiki/Human_resource_management



Critique:

[color=green]In other words, HRM means utilizing people, mounting their wealth, make the most of that resources, preserveing and compensating their services in tune with the work and organizational obligation. We all know that human being (..I am refering to human resource) is the very significant tool for having a a successful ang progressive organization towards their unnecessary skills and working ablities.

 “The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...” (William R. Tracey)

Critique:

It is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. It relegates humans to the same category as financial and material resources, human resources will be replaced by more customer-friendly terms in the future. In an organization , an employee plays an important role in shaping and improving a particular company.



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Carter McNamara, MBA, PhD

The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.

http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Mark Lengnick-Hall and Cynthia Lengnick-Hall

For them, HRM, as the nature of doing business is evolving, so too is the role of human resource managers.

The authors identify four new roles human resource practitioners should adopt:

* Human capital steward. HR has long understood "human capital" to be the collective knowledge, skills and abilities of an organization's workers. But the role of "steward" of these resources is a new one. Unlike raw materials or equipment, Thuman capital cannot be simply bought and used," the authors write. "Human capital must be contributed by the employee voluntarily," and the role of HR is to create an atmosphere in which employees can contribute their skills, ideas and energy. This is achieved by "facilitating employees without controlling them."

* Knowledge facilitator. In this role, HR helps the organization acquire and disseminate knowledge and use it to create a competitive advantage. Transforming tacit knowledge into explicit knowledge can help build employee skills, competencies and careers, the Lengnick-Halls write. This transformation comes about when knowledge sharing is valued. "Teaching must become part of everyone's job."

* Relationship builder. HR must facilitate cross-functional teamwork, the authors write. "HRM must build networks and shared people communities around the strategic objectives of the business to ensure competitiveness," the authors write.

* Rapid deployment specialist. The global economy moves quickly, requiring HR to anticipate and implement any staffing adjustments that evolving markets and business strategies will require. This will necessitate a versatile, flexible HR architecture.

http://findarticles.com/p/articles/mi_m3495/is_4_48/ai_100243430/



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----------keep on thinking.......

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

BY: While Miller (1987)

MY CRITIQUE: hmmm... I agree on these, especially in this part "...at all levels in the business...", because in any type of business, either small textile store or a huge mall, vendors or employees should be managed.


“The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...”

BY: William R. Tracey

MY CRITIQUE: hmmm... I guess Will is right (char, close daw mi), it is both, the ones who manage and operate the organization. And he also stressed the opposite side of it which are the financial and material resource of the organization which has set a contrast on the definition of general management and personnel management.



Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.

BY:http://www.staffs.ac.uk/uniservices/personnel/management/index.php

MY CRITIQUE: hmmm... It's right to have a specialist personnel to highly supervise the decisions of each employees. Because as we all know specialist are trained with skills that could either lift up or pull down the status of a company.


Human resource management (HRM) comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work. Within this model, collective industrial relations have, at best, only a minor role. Despite the apparent attractions of HRM to managements, there is very little evidence of any quality about its impact.

BY: David E. Guest

MY CRITIQUE: hmmm... at first glance at his definition , most of the words given are not that easy to comprehend by an elementary student. My personal understanding on organizational integration is the relationship of the organization. One should manage the relationship of every employee to provide a conducive environment for the people around the organization. The employee commitment, policies in where one employee should consider his/her obligations and regulations in order for the management to guide them in their work. And more.


The human resource management is just one of several departments which are vying for input at the strategic level of the decision making process within organizations. If the HR Department can demonstrate its value and contribution to the organizational objectives, it is likely to gain a position on the executive board where it can ensure a continuous and consistent inflow of resources.

BY: David Towers

MY CRITIQUE: hmmm... my question is what are the other departments who are controlling over the strategic level of the decision-making? I agree at the last part, i which it gives significance to the HR department to its executive board to have a healthy state in the economy.

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

Various definitions of Personnel Management


Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

source: http://www.businessdictionary.com/definition/personnel-management.html

Critique: For me the meaning of its personnel mangement is the way i uderstand it. We have the same idea.

"One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook. "

source: http://www.wisegeek.com/what-is-personnel-management.htm

Critique:

"Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals."

Read more: http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0SnnoZQTf

Critique:

"Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.

Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.

Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work."

source: http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Critique:

"Personnel Management is an important aspect of educational administration for achieving the educational goals. This Education Department constitutes nearly one-third of the total government employees in the state. It involves a systematic process of recruitment, selection and posting of employees and pre-service and in-service training programmes for them."

source: http://www.tn.gov.in/schooleducation/personnelmanagement.htm

Critique:

Various definitions of resource management

"In organizational studies, resource management is the efficient and effective deployment for an organization's resources when they are needed. Such resources may include financial resources, inventory, human skills, production resources, or information technology (IT). In the realm of project management, processes, techniques and philosophies as to the best approach for allocating resources have been developed. These include discussions on functional vs. cross-functional resource allocation as well as processes espoused by organizations like the Project Management Institute (PMI) through their Project Management Body of Knowledge (PMBOK) methodology to project management. Resource management is a key element to activity resource estimating and project human resource management. Both are essential components of a comprehensive project management plan to execute and monitor a project successfully.[1] As is the case with the larger discipline of project management, there are resource management software tools available that automate and assist the process of resource allocation to projects and portfolio resource visibility including supply and demand of resources."

source: http://en.wikipedia.org/wiki/Resource_management

Critique:

“To manage resource management, you must be able to measure and control it. A control loop is set up that measures the performance of an application subsystem, applies policies and goals to decide what to do, then uses controls to change the resource being provided to that subsystem. This loop can be implemented manually on the time scale”

source: http://books.google.com.ph/books?id=_tFQAAAAMAAJ&q=RESOURCE+MANAGEMENT&dq=RESOURCE+MANAGEMENT&hl=en

Critique:

"Human Resource Management by Mathis and Jackson is viewed as a highly authoritative, current, and reliable textbook. In this new edition, the authors have taken great care to ensure that the elements that make this book successful are still the foundation in the new edition. However, they realize that HR is a dynamic field and that transformation is occurring HR. In the 11th edition, the authors discuss factors that are driving change in HR Management and how HR is being shaped by many factors such as Technology and Globalization. The authors of this book have excellent professional reputations and are well-connected with the Society for Human Resource Management. Now in its 11th edition, Bob Mathis and John Jackson have written an extremely successful human resource management book that is suitable for learners who will eventually work as HR generalists and managers, business students who are not HR majors, and current HR professionals, especially those who are preparing for their professional certification. This text is widely used in preparation for professional examinations (PHR, SPHR) given by the highly regarded Human Resource Certification Institute, a part of SHRM. Human Resource Management is a highly regarded book written by authors who are well known and extremely knowledgeable in their field."

source: http://books.google.com.ph/books?id=9fWF_ndSCcAC&dq=RESOURCE+MANAGEMENT&hl=en

Critique:

"The area of human resource management becomes more complex and challenging with each passing year. Federal and state laws continue to change the nature of how an organization is permitted to manage its operations and employees. Effective and efficient management is a necessity if organizations are to achieve business goals. In this environment it is imperative that human resource practitioners stay informed of the latest interpretations of current laws and keep up-to-date with new management practices."

source: http://www4.uwm.edu/SCE/program_area.cfm?id=203

Critique:

"Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremities, they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows."

source: http://www.bizoffice.com/library/files/human.html

Critique:

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One of the major goals of the human resource management is to effectively make use of the talents and abilities of employees. It also includes the enhancing of one’s capabilities which are related to the implementation of strategies directed towards creating and sustaining competitive advantage. Thus, the human resource management enhances organizational performance by improving employee's opportunities to be effective and productive.

In the statement above, it was mentioned that the terms human resource and personnel management are the same and thus can be used interchangeably. As defined above, in handling the affairs the needs of a company on its human resource and in facing the needs of the human resource itself it is called as human resource management.

Amongst all the definitions that I have gathered, I think that the statement above clearly states what human resource management really is. As the main core of the organization that deals with hiring and firing the people working in it and also dealing with the benefits and compensations he/she would acquire in accomplishing his/her assignments. Yet it doesn’t just stop in the organization but also through the day of their separation.

Human Resource Management

1
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management 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.

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

2
a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

http://dictionary.bnet.com/definition/human+resource+management.html

3
Human resources is an increasingly broadening term that refers to managing "human capital," the people of an organization. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory.

http://en.wikipedia.org/wiki/Human_resources

4
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

http://en.wikipedia.org/wiki/Human_resource_management




Personnel Management


1
the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/personnel+management.html

2
Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

http://wiki.answers.com/Q/Definition_of_personnel_management

3
Skills in communicating effectively, developing teams, managing diversity, managing conflict, delegating responsibility, coaching and training, giving and receiving constructive feedback, and motivating and guiding either indivdiuals or groups to achieve specific goals.

http://www.cedanet.com/meta/personnel_management.htm

4
Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

http://www.businessdictionary.com/definition/personnel-management.html


working for criticism

From wikipedia:

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Source: http://www.wikipedia.org/Human_Resource_Management

^^For me, processes maybe not included in Human Resource because for me Human resource is just for human.

From E.F.L. Breach:

“Personnel Management is that part of management process which is primarily concerned with the human constituents of an organization”.

^^ I agree with the author.

From Dr. T.N Bhagoliwal
:

“Personnel Management is that specialized branch of management which is concerned with solving the human problems of an organization intelligently and equitably in a manner that not only the employee potentials are developed but maximum satisfaction is also achieved by the individual , the group and the executives or managers and the goals of the organization are accomplished to the fullest possible extent”. – Dr. T.N Bhagoliwal

Source: http://books.google.com.ph/books

^^ I agree to the author, we must not focus on the good effects to the company but the common good of the consumers.

From While Miller (1987):

Human Resource Management are those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

^^ it is not only the management but the common good of the employee.

From Wisegeek:

In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources (HR).

Source. http://www.wisegeek.com/what-is-personnel-management.htm

^^ I completely agree!

Definitions of Personnel Management:•

Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.
http://www.businessdictionary.com/definition/personnel-management.html

Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.
http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions, tuition reimbursement and employee leave.
http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

Personnel Management Services understands that the right people help businesses run efficiently, and it is critical you have them in place when you need them. Whether you are a company in need of a trainer for proprietary software, technicians to set up computer equipment, electronic locks devices installed or just IT support, we can help you find that perfect candidate
http://www.personnelmgmt.net/home.htm

Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.
Read more: http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0SVyoMO3Q


Human resource management definition:
Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
http://www.answers.com/topic/human-resource-management

The Human Resource Management major is designed for those who have an interest in working in the functional areas of HRM, and for everyone who wants to become a member of management in any profession at any level. The faculty integrates the theoretical with the practical to produce the highest quality graduates.
A Business Administration degree Major in Human Resource Management prepares the graduate for entry level professional positions ultimately leading to promising careers in HRM including employment, compensation, training and development. Career paths lead from technical HR jobs to positions in senior HR management, such as VP of Human Resources, Director of Compensation, VP of Labor Relations, Director of Employment and others. Graduates will have a strong functional HRM perspective with the behavioral skills to work effectively as HR professionals. Also, the degree prepares graduates for challenging management careers in any field.
http://www.hpu.edu/index.cfm?contentID=178

Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremes -- i.e., they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows.
http://www.sba.gov/idc/groups/public/documents/sba_homepage/serv_pubs_eb_pdf_eb4.pdf

The streamlining of many routine functions in HR has created a growing need for highly trained professional managers with skills to plan for, hire, manage, retain, and develop tomorrow’s workforce. Human Resource Management professionals must understand and be involved in the strategic planning processes, understand compensation and employee development, handle legal and ethical issues, manage complex finances, serve as in-house consultants on organizational behavior, and serve as change managers. This career studies certificate program provides a core of courses addressing the functional areas of human resources. The program also offers a selection of elective courses that give students the opportunity to broaden their skill base.
http://www.cvcc.vccs.edu/Academics/Programs/PDF/HumResour_0707.pdf

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http://shecapacillo.blogspot.com/

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

**Personnel Management
-the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

source:http://dictionary.bnet.com/definition/Personnel+Management.html


**Personnel Management
-Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analysis, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

source:http://www.businessdictionary.com/definition/personnel-management.html

**Personnel Management
-Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

Source. http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0QfaMPmTf

**Personnel Management
-“ Personnel Management is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power. The methods, tools and techniques designed and utilized to secure the enthusiastic participation of labour represent the subject matter in study of personnel administration”
Author: Dale Yoder

**Personnel Management
-Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labor law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

source:http://wiki.answers.com/Q/Definition_of_personnel_management


**Human Resources Management
-Human Resource Management is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

Source: http://dictionary.bnet.com/definition/human+resource+management.html


**Human Resources Management
-Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people ...

source: en.wikipedia.org/wiki/Human_resource_management

**Human Resources Management
-Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management 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.

source:http://humanresources.about.com/od/glossaryh/f/hr_management.htm

**Human Resources Management
-Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

source:http://www.businessdictionary.com/definition/human-resource-management-HRM.html

-a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

source:http://dictionary.bnet.com/definition/human+resource+management.html



**Human Resources Management
-Human resource management is all about management of a resource that we call human beings. Human is a resource which is playing a vital role round the world. It is about the human who are working round the world. People have different areas of their choice. They may work for their own and their families as well. People are facing a lot of problems too. These problems are accountable of many troubles round the planet. We may observe the miseries of people due to their mismanagement.

All around the world, people have troubles due to mismanagement of human resource. If they are serious to resolve the issues and give all of them their correct value then they would be able to do their proper management. Management is easy to do in social, financial and educational terms but it is difficult to manage human resource as people have their priorities and they want to live their life in their way. So, it is a tough task to manage human resources.

source:http://www.blurtit.com/q682550.html

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Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


Personnel management:


1.) The function of a personnel manager usually begins with the staffing process.

Critique:

It determines how the company works. It also includes their own policies or procedures on how it works or setting their policies. When we say staffing process it includes the counseling sessions (time).

http://www.wisegeek.com/what-is-personnel-management.htm

2.) The Office of Personnel Management (OPM) has the overall responsibility of administering the state's personnel system and establishing necessary policies, procedures and regulations to ensure system uniformity in accordance with state and federal law.

Critique:

Responsible for managing the organization and to assist. To provide opportunities for employees who are in need of counseling to receive support from the company.

http://www.arkansas.gov/dfa/personnel_mgmt/opm_index.html

3.) Personnel Management is the leader in outsourced human resources management.

Critique:

In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation.

http://www.hrpmsi.com/


4.) The Personnel Management Department mission is to provide efficient and effective personnel management to city departments which empower the users and facilitate the delivery of city services to the community.

Critique:

The needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time. The department should provide resourceful or professionals in order to have a good service.

http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

5.) Personnel management as simply an at need re-allocation of resources from one place to another according to the demands of the market for the product.

Critique:

As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management.

http://answers.yahoo.com/question/index?qid=20070812185853AABvmx4



Human resource management:

1.) HR (Human Resource) Management
This is the science of allocating human resources among various projects or business units, maximizing the utilization of available personnel resources to achieve business goals.

Critique:

It includes the financial resources, inventory, human skills, production resources, or information technology (IT). The efficient and effective deployment of an organization's personnel resources where and when they are needed, and in possession of the tools, training and skills required by the work.

http://en.wikipedia.org/wiki/Resource_management

2.) The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

Critique:

Performing the activities that are necessary in the maintenance of that workforce through identification of staffing requirements, planning and oversight of payroll and benefits, education and professional development, and administering their work-life needs.

3.) Human resource management is responsible for how people are treated in organizations.

Critique:

It is accountable for getting people into the business or organization, by helping them in performing their work. And should have the potential to do the work. Organizational change impacts not only the business but also its employees.

http://www.answers.com/topic/human-resource-management

4.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Critique:

It deals with the managing the organization that provides their needs within the business. Also the performances of the organization. Human resources management can also be performed by line a manager that focuses on learning the skills, knowledge, and attitudes required to initially perform a job or task or to improve upon the performance of a current job or task

http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

5.) Human Resource Management has been rapidly evolving to address newly emerging and increasingly complex areas of responsibility within the profession.

Critique:

This is to notify that the human resource management has been rising. The specialists are working with these challenges in the organization. It provides a modern, complete, and practical basis in the most important functions of the human resource manager and prepares students to pursue a professional career in this challenging and rewarding field.


http://www.extension.ucsb.edu/certificates/HR.pdf


my blog: http://neilreyniere.blogspot.com/

(HRM )assignment 10 HRM VS Personnel Management

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.


Human resource management (HRM)
is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

http://en.wikipedia.org/wiki/Human_resource_management

The Human Resources Management (HRM)
function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm


human resource management (HRM)
Definition
Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

http://www.businessdictionary.com/definition/human-resource-management-HRM.html

Business Definition for: Human Resource Management

a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.
http://dictionary.bnet.com/definition/human+resource+management.html?tag=content;col2

What Is Human Resource Management?
Answer:
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management 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.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm


Personnel management
Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
by Malcolm Tatum

http://www.wisegeek.com/what-is-personnel-management.htm

personnel management
Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.
http://www.businessdictionary.com/definition/personnel-management.html

Personnel Management
the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/Personnel+Management.html

Human Resource Management
“Personnel administration is a code of the ways of organising and treating individuals at work so that they will each get the greatest possible realisation of their intrinsic abilities thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum results”.
http://www.freemba.in/articlesread.php?artcode=812&stcode=13&substcode=46

Web Based Personnel Management
Personnel Tracker.Net is a Web based personnel management solution that eases the workload of human resources departments by automating processes, simplifying employee tracking and securing crucial HR data. Personnel Tracker.Net can synchronize data with Active Directory, persons added to Active Directory are also added to Personnel Tracker.Net, including important data such as "Reports To", "Phone Number" and "Department".
Thomas G. Spates
http://www.trackersuite.net/web_personnel.html



Critique:
As I have read both fragments I thought that they are all the same but then when I had read it I found that they aren’t, but they have a connected to one another.Personnel are part of the human resource management that concern about the employee’s performances ,the recruitement employee and all concern about their behavior ,in short people involves in personnel management can easily psycho people, they are hired by the company to analyze how person are in need by the company where they can found out easily the characteristics of the employee.The personnel management also is concern about the analyzing the state of the company ,whether it is in down or ups side.Not all in human resource management department in the company are in personnel management.
Human resource management has a big role to the company ,they have wide role to the company .They are the one who holds every employees in the department, the are also concern utilizing, maintaining and compensating their services in tune with the job and organizational requirement. They are also concern about the salary of the employee.One of the part of human resource is personnel management .

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

Personnel Management Expands into HR Management
Strategic Human Resource Management (HRM) Leads to Long-Term Success

Author: Gopinathan Thachappilly

Personnel management was focused on employment contracts, disciplinary issues and compensation. Human resource management sees employees as high-value business resources.

Henry Ford's assembly lines and Frederick Taylor's time and method studies saw workers as another tool like machines. They sought to improve worker productivity by designing the way work is carried out. The problem with this approach is that humans are not machines, but individuals with personal goals and needs. Treating them like machines invariably leads to resistance and conflicts.
Main Functions of HRM
HRM is concerned with managing human resources, at all levels, in a way that helps the business gain a strategic competitive advantage. A human resource management article lists the scope of HRM as follows:
• Workforce planning to identify the types and numbers of people that the organization will need during the plan period.
• Recruitment that includes locating, attracting and selecting people with the right skills and attitudes as employees.
• Induction and orientation of selected employees into the culture of the organization and the person's role there.
• Skills management identifying the skills needed by the business and matching employee skills to their roles. This involves preparing specifications for all jobs and job-holder skills requirements.
• Training and development to enhance employee skills, and enable employees to pursue preferred career paths aligned to organizational needs.
• Personnel administration involving such routines as maintenance of employee records, scheduling of vacations and disciplinary matters.
• Compensation of employees through piecework wages or periodical salaries that complies with minimum wage laws and also motivates the employees.
• Time management through planning, goal setting, scheduling, organizing and other means to ensure that employee time is productively utilized to achieve organizational goals.
• Travel management involving scheduling employee travel and keeping track of travel expense claims.
• Payroll for maintaining employee attendance (or output) records and computing the pay due to them.
• Employee benefits administration to administer the different kinds of benefits, such as medical, conveyance, child and others, due to each employee.
• Personnel cost planning to compute employee costs of the organization, and developing strategies to keep it within allowed levels.
• Performance Appraisal to monitor the performance of each employee, and discuss it with the person concerned with a view to helping the person improves it.
Human Factors Complicate HRM
The theoretical role of HRM is to maximize the potential of the human resources available to the business. It seeks to play this role, in an ideal situation, by aligning organizational goals with the individual goals of employees. In practice, this might be possible only to a limited extent.
HRM is also impacted by office politics and power plays. In fact, team-building is a major concern for organizations. Team building also is possible only to a certain extent. Old-style personnel management treated workers somewhat like machines. Modern human resource management sees employees as human persons, and a critical business resource. By forecasting employee and skill requirements into the future, implementing policies and practices that develop and motivate employees, and seeking to integrate all employees into a productive team, HRM seeks to integrate employee and organizational goals.
- In his study regarding personnel management and Human Resource management could be very effective. It helps seeks to integrate employee and organizational roles. It administers the benefits of employees on a particular company which will adapt this study
http://human-resources-management.suite101.com/article.cfm/personnel_management_expands_into_hr_management#ixzz0SUh6boNu

Human Resource Management and Personnel Management
Karen Leggy
Evolution of personnel function
The origins of Personnel management can be traced to the concern about exploitation of people working in factories and was introduced through law of the land in most of the countries to deal with issues pertaining to grievances and welfare of the workmen. As the dynamics in relations between trade unions and management changed the personnel management responsibilities grew beyond welfare to other areas such as ensuring amicable industrial relations and effective personnel administration. During this period the emphasis was on formulating and monitoring conformance to rules and procedures.
The last three decades saw, the changes in the competitive environment brought about by growing competition, which resulted in availability of wide choice for customers and that in turn, gave a new dimension to marketplace – customers’ preference, which in effect drives companies to continuously innovate and provide the kind of value to customer that competition cannot match.
With this shift in business dynamics, the realization dawned on companies that people and their knowledge is the only source of sustainable competitive advantage, as other resources related to materials, equipment, technology, finances etc. have proved short lived in the absence of human capital capable of deploying these resources effectively and efficiently. Companies now bank on people's domain knowledge combined with their awareness of markets (customers' expectations & competitors' moves in particular) for develping innovative new products & services and thus creating enhanced value proposition for customers.
The strategic significance
However more and more companies have begun to view the issues such as organization development, employee development, direct employee communication and involvement, performance management etc. as deliverables of well conceived HR strategy. In the industries where there is a strong correlation of intellectual capital and success at marketplace, the companies took HRM altogether to a different plane of strategic importance where the role of HR is clear in achieving overall strategic goals of the company. There are yet some other industries where companies think that industrial relations are still the major concern in people area, traces of traditional personnel management functioning can be seen in practice. However, in general across the industries, there has been a shift in attitudes of personnel / HR professionals and the aspect is gaining importance at strategic level.
The distinguishing factors
There have always been debates about whether human resource management represents a new paradigm in the evolution and development of personnel management through adoption of more strategic approach.
- This article about human resource also focuses on personnel policies to maximize objectives of organizational integrity, employee commitment, flexibility and quality.

http://www.alagse.com/hr/hr2.php

Personnel ManagementSubmitted by Robert Heller
The more things change, the more they are the same. That old piece of French cynicism certainly applies to management in general, and management of people in particular. Every now and then, maverick companies tackle in revolutionary manner the way in which they treat their workforce. They remain one-offs, even if their ideas influence traditional companies to some degree - and that is happening.
Take the case of St.Luke's. When this London advertising agency was born in 1995, as a 45-person breakaway from the Omnicom giant, its practices were weird even by unconventional ad-world standards. They went beyond eccentric office design, abolition of personal offices and farming-out activities normally kept in-house. For a start, everybody owned the business equally, from managing director to receptionist - not something that would much appeal in traditional boardrooms whose stock options are massively top-heavy.
Nor was that all. Juniors were encouraged to criticise superiors openly and frankly. This full frontal approach was reflected in the appraisal system, which was both upward and downward. Staff were even involved in deciding their own pay. The system looked outward as well as inward: the business wasn't organised by function or department, but by customer. The whole structure was animated by a management style that was unbuttoned, unencumbered and loose - and remained so through St.Luke's subsequent successful career.
Old-line managers might argue that what's good for a small, fast-growing creative business, full (they assume) of zanies, isn't good for General Motors. They would be wrong. Many aspects of St.Lukeism are reflected all over the corporate world. At Nestle (as stodgily Swiss a company as ever was), new CEO Peter Brabeck glories in being conservative, evolutionary and not revolutionary. Yet three years ago he ripped apart the Vevey headquarters on Lake Geneva in ways that resonate at St.Lukes:
"Everyone had closed, individual offices. Walking through the halls, you wouldn't see anything - no people, no products. It was almost like we had something to hide...We made the whole building transparent. We knocked down all the walls and put in glass. People still have offices, but everyone can see each other".
Brabeck's reasons are instructive. The modern leviathan, just like little St.Luke's, wants to put put customers and products first, which can't be done unless people "see each other and talk all the time" about their products and customers. The CEO told the Harvard Business Review about making individual offices smaller, creating spaces where people could meet and talk. The sixth floor, too, was transformed with a permament product exhibit, tasting kitchens, and a meeting-and-talking coffee-bar.
More revolutionary still, "We went as far as installing rooms like those you would find in the homes of our typical customers...a teenager's room, with music playing, posters of rock stars on the walls, and candy wrappers on the floor...a kitchen of a small apartment, shared by two people, showing how many of our culinary products are used". These sober moguls have realised that managers' own behaviour has a profound impact on how the company behaves towards customers, and have acted accordingly.
The unusual element is the deliberate action, and not the realisation. Focussing on customers and their needs has been preached by every guru and honoured, in the breach rather than the observance, by every major company. Under the pressure of over-supplied and highly competitive markets (few more so than Nestle's), functional organisations have become obsolete, abandoned in favour of organising round the product. From there, the jump to organising the business round the customer - a satisfied one, of course - is a logical step: but not an easy one.
- This article focuses on the difficulties on every organization regarding with there human resource management and personnel management. It is good to criticize so that they will know there incapable on managing human resource.
http://www.thinkingmanagers.com/management/personnel-management.php


Farm and Ranch Personnel Management

James M. McGrann, Fred DeLano and Dean McCorkle


People human capitals are an important resource in making a farm or ranch business more competitive in today's business environment. With participatory management there are opportunities to realize the potential of human capital. This publication summarizes ideas about modern personnel management that illustrate ways to attain a farm's or ranch's business goals through its people.

Management Styles

The old command and control management style is fading and is being replaced by a participatory management approach that involves everyone in defining objectives, making decisions and being accountable. Better trained personnel, performance measurement, improved information systems, and two way communication are critical if all personnel are to be involved and responsible. Owners and managers need to take the responsibility for fostering employee participation rather than simply giving orders and then checking to see if the job was done. Walk around management and two way communication show respect for the ideas of all employees and are part of successful personnel management. Implementing participatory management also requires the sharing of written goals, strategies, financial data, and production performance information. Tying reward systems to strategies and improved performance is part of the participatory management style. Reducing the levels and number of "commanders" may also reduce costs and improve employee satisfaction.

A change in management style requires a major change in philosophy. New skills must be developed or a change in the people at the top of the organization may be required. Communication and performance evaluation systems must be developed to achieve a change in personnel management philosophy.

Management by objectives and rewarding performance is much more achievable if everyone participates in defining goals and objectives and being accountable for both their own and collective efforts. All efforts toward participatory personnel management begin with all employees knowing their job responsibilities, the goals and objectives of the business, and how to work as a team.

Changing Management Style

Production agriculture has been and is still dominated by the command and control management style. Many employees find this style convenient. If things go wrong "it's the manager's fault." They would rather not be accountable for their actions. On the other hand, as the ranch manager's responsibilities broaden, employees must be expected to do their own thinking. It does not make sense for managers to try to be everywhere and to make all decisions. The leadership role is more important. Communication, participation, and performance analysis must replace the command and control style. Most people want to make a difference and performance needs to be quantified and measured when it happens.

Owners must initiate a change in management style. They must motivate participation. They must begin to identify and employ workers who respond to the participatory style. Again, the communication of goals and sharing of financial and performance objectives becomes the motivation. In many situations the current "commander" must be replaced or retrained. A change in management style often must be facilitated by an outside professional who can train and motivate employees and who does not have a vested interest in changing working relationships.

- This is a sample of personnel management on a farm. Farm is a good example with personnel management. Because farm places are very huge and wide. It cost a lot of maintenance and manpower to maintain the farm to be productive.
http://trmep.tamu.edu/cg/factsheets/rm8-1.html

Personnel management
by Malcolm Tatum

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
- In this article the author states the different company policies and procedures that is important regarding with the personnel management. It shows on establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large.

http://www.wisegeek.com/what-is-personnel-management.htm

still thinking

Personnel Management



Source: http://www.businessdictionary.com/definition/personnel-management.html

Source: http://www.staffs.ac.uk/uniservices/personnel/management/index.php


Human Resource Management

Source: http://en.wikipedia.org/wiki/Human_resource_management

Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm