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

PERSONNEL MANAGEMENT

1.) Personal management

Personal management is about mapping a plan for your life that will involve setting short-range and long-range goals and investigating different ways to reach those goals. Education, training, and experience all help make your goals become a reality. To achieve your goals, you will choose the best path and make a commitment to it, while remaining flexible enough to deal with changes and new opportunities.

Bodnar, Janet. Kiplinger's Money-Smart Kids. Kiplinger Books, 1999.

Critique: Yes I agree that in management you must have first a plan which is the key to reach your goals. This plan helps you to perform your role in order to have those goals.

2.) 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

Critique: It describes that the people who is responsible for his employees and keeping them a good followers is an act of managing. The manager train properly his employee for the betterment of the firm.

3.) Personnel Management - personnel having overall planning and direction responsibilities

http://www.thefreedictionary.com/management+personnel

Critique: As what I said in the first definition you must plan first before you decide in order to have a good result in your management. It is your responsibility as a personnel manager.

4.) Personnel Management

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) management.

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

Critique: The definition explains that it is helping the session of the firm for their plans and directions to go to a process for the implementation.

5.) Personnel Management

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 including FMLA.

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

Critique: It discussed the acquisation of the employees that is qualified to the vacant position of a firm. The personnel manager evaluates the applicants to see his qualifications and if it is qualified the manager guide the new hire to become more comfortable to his position.



HUMAN RESOURCE MANAGEMENT

1.) Human Resource Management
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.

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

Critique: The definition describes the acquisation of employees to address the objectives of the company. This objectives help the firm to increase its position.

2.) Human Resource Management

Staffing function of the organization. It includes the activities of human resources planning, recruitment, selection, orientation, training, performance appraisal, compensation, and safety.

http://www.crfonline.org/orc/glossary/h.html

Critique: The definition also describes the activities, plans of the firm with the help of the employee.


3.) Human Resource Management

The management of the workforce of a business to ensure sufficient staff levels with the right skills, properly rewarded and motivated.

http://www.business2000.ie/resources/Glossary_H.html

Critique: We see that in a Human Resource Management the people are busy because this department is the home of the employee in the company. All the records and activities are all in Human Resource Management so by this we can see the importance of it.

4.) Human Resource Management

All methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.
http://en.wiktionary.org/wiki/Human_Resource_Management

Critique: The description explains the cycle of the Human Resource Management in the firm. It deals different things not only to the employee or the people inside the firm.

5.) Human Resource Management

The effective and efficient use of human resources available to the business. Also referred to as personnel management.

http://en.wiktionary.org/wiki/Human_Resource_Management


Critique: We observed that in this definition personnel management is engaged because in Human Resource Management it has a person who is responsible to all transaction, activities and planning for the firm and that's the work of the personnel manager.

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

CRitique:

it is tru... without HR.. company is nothing. iT cannot exist.]


human resource management Activities an organization conducts to use its human resource effectively.

http://enbv.narod.ru/text/Econom/ib/str/261.html

Critique:

yes, management thru HR is needed.. without it Human Resource cannot function well.


the effective and efficient use of human resources available to the business. Also referred to as personnel management

www.smartbusinessbasics.com/Your-New-Business/business-glossary/G-H-I-J.html

Critique:

effectivity of handling personnel is essential to business, that is why HR plays a vital role to this.

The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

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.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.



Personnel Management and Human Resource Management


The view that there are more similarities than differences between personnel and HR management is shared by a number of authors. Legge, for instance, is tempted to say that there are “not a lot” (1989: 27) differences between the two approaches, but nevertheless manages to detect some diverging aspects. These however cannot be qualified as substantial differences, but are rather a matter of emphasis and meaning (Legge 1995: 74). Torrington regards personnel management as a continuing process of evolution and growth, in which more and more fields of expertise are acquired and assimilated. Within this evolutionary process HRM is only adding “a further dimension to a multi-faceted role” (1989: 66), and is not at all a revolutionary concept. However, the effect of HRM should not be underestimated. Armstrong (1987: 34) maintains that although the procedures and techniques strongly resemble those of personnel management, the strategic and philosophical context of HRM makes them appear more purposeful, relevant, and consequently, more effective.


On the other side, authors like Storey regard HRM as a “radically different philosophy and approach to the management of people at work” (1989: 4). In this view, HRM provides a completely new form of managing personnel and can therefore be regarded as a “departure from [the] orthodoxy” (Storey 1989: of traditional personnel management. As the concept of HRM is not homogeneous but comprises different theoretical and philosophical approaches, the two main versions of HRM, namely the ‘soft’ and the ‘hard’ model, will be sketched in the following.



Some managers believe that human resource management (HRM) is simply another name for personnel management, but a close analysis of HRM's structure shows that it is a separate discipline. A basic theory of HRM consists of: defined HRM outcomes and measures of program success; reward, training, and recruiting policies designed to reach the specific outcomes; support from top management; and specific organizational outcomes. HRM has taken several different forms including a professional model, a production model, a paternalistic welfare model, and a human resource model. To be successful, HRM programs need: technological feasibility; industrial relations support; strategic vision; and management support.

Read more: http://www.faqs.org/abstracts/Human-resources-and-labor-relations/Personnel-and-HRM-can-you-tell-the-difference-An-election-manifesto-for-personnel-management.html#ixzz0TgyTETTv

author: Guest, David

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.

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

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.

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


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.
Note that some people distinguish a difference 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, e.g., career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Recently, the phrase "talent management" is being used to refer the activities to attract, develop and retain employees. Some people and organizations use the phrase to refer
especially to talented and/or high-potential employees. The phrase often is used interchangeably with the field of Human Resource Management -- although as the field of talent management matures, it's very likely there will be an increasing number of people who will strongly disagree about the interchange of these fields. For now, this Library uses the phrases interchangeably.”

By: Carter McNamara

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

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.

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

"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.

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

By reading their definitions about the human resource management and the personal management that can be shown above you can create a critic to its definition. By looking to its definition you barely say that they came up with almost the same definitions and all of their definition was right. They define it smoothly and clearly that the readers can easily understand its meaning.

TASK: Look for various definitions of personnel management and human resource management and their authors and sources.


1. 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.
The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company.

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

Critiques:
As I understand in this definition, the personnel management is in-charge of emotional welfare of the employees. I think that the personnel manager should have a good heart to accommodate and understand the employees. It is true stated above that the well-adjusted employee is the asset of the company.

2. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources management, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. HRM is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization.

Reference:
http://www.wisegeek.com/is-there-a-difference-between-human-resources-and-personnel-management.htm
Written by N. Madison

Critiques:
In this article, The Personnel Management uses such things as compensation, bonuses, rewards, and the simplification of work responsibilities and other legal terms to motivate employees while Human Resource Management uses the human resources itself, work groups, effective strategies for meeting challenges and job creativity as the primary motivators that gives benefits to the organization.

3. 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.

Reference:
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Assembled by Carter McNamara, MBA, PhD

Critique:
This may be broad definition of Human Resources Management. This states that HRM also covers the technical aspects of the company regarding its staffing and employee relations.

4. ) Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance. The HRM emphasizes:
• the need to search for new ways of working
• the central role of managers in promoting change
• the treatment of workers as individuals rather than part of a collective workforce
• the encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them'

Reference:
http://www.humanresourcemanagement.co.uk/resourcemanagement.htm

Critiques:
I agree that the HRM should consider the workers as individuals..but they should also consider them as part (not just part) of the workforce! I also agree about the idea of encouragement of workers to consider management as 'partners' rather than as opponents.

5. Human resources are the people that staff and operate an organization. Human resource management can therefore be defined as the management of an organization’s human capital. Effective human resource management enhances organizational performance by improving employee's opportunities to be effective and productive. It involves the productive use of people in achieving the organization’s objectives as well as satisfying individual employee needs.

Reference:
http://www.familiesandcommunities.sa.gov.au/Default.aspx?tabid=2358

Critiques:
I agree on this definition, it is really fits my understanding of what HRM is all about- involve of people.


blog: http://jags-in-love.blogspot.com/2009/10/personnel-management-and-human-resource.html

Assignment 10
Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.
Due: September 21, 2009, 13:00hrs

Based on my research over the net, it had me various description about personnel management and human Resource management. Let’s have a discussion about the descriptions:
PERSONNEL MANAGEMENT:
1. The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.
http://www.wisegeek.com/what-is-personnel-management.htm
my point of view: based on the description above that the personnel manager is the one who manage a business where he is also the one who interviewed the applicants that are willing to apply on the company and the personnel manager also can give the opportunities for those applicants because the personnel manager will decide if the applicants are qualified for the job.

2. 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
my point of view: based on the description above the personnel managers they have the big role in the company where did their work because they are the one who choose for the best applicants and they are also the one who give advises and they are the one who implements the personnel policies as well as the personnel managers also are the model of the personnel management.

3. 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
my point of view: based on my own understanding that the personnel manager are the one who are take in charge of hiring an employee, they are also the one who planned for the personnel needs and recruitment, selecting the right person for the job and communicates with all employees at all levels as sort of they are the one who are holding the future of the company and they have the biggest responsibilities in the company.

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://www.businessdictionary.com/definition/personnel-management.html
My point of view: (HRM) Human resources management based on the description above that it is employing people, developing their resources, utilizing, maintaining and compensating their services in the tune with the job and organizational requirement. It is also coherent and strategic approach to the management of an organization’s most valued assets. They are the person who search for an employees who can contribute a big achievement for the company.

5. Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives.
At times, the two main functions of Human Resource management (HRM), seem to be at odds with one another. There are certainly instances where it is impossible to arrive at solutions that are in line with both the aims of the company and the desires of the employee. When this happens, effective Human Resource management is faced with the task of finding a resolution that protects the interests of the company, but at the same time provides and acceptable level of satisfaction to the employee. This process can sometimes take a great deal of expertise on the part of the Human Resource personnel, but ultimately will help establish the best solution for all concerned parties.
Among the human resource issues that are generally handled by HR management personnel are the drafting of position descriptions for all levels of employment within the company, setting the standards and procedures that are used for hiring new employees, and determining benefits that are extended to existing employees. Disciplinary procedures, as well as procedures for recognizing employees for exemplary work, also fall under the province of Human Resource management. Human Resource management often seeks to provide the highest quality benefit packages possible, given the current financial position of the company. To this end, personnel concerned with Human Resources will seek the best in group health insurance, retirement programs, profit sharing, and vacation and personal days.
Preparing and maintaining a company employee handbook is often the province of Human Resource management. As part of that process, the management team will ensure that all guidelines and regulations contained within the text are in compliance with local, state, and federal laws that impact the status of employees. Human Resource management will also provide all employees with opportunities to understand the provisions within the handbook, both as part of new employee orientation and as an ongoing employee education process.
Often, Human Resource management and personnel are called upon to mediate grievances between employees and immediate supervisors. In these situations, the mediator will seek to represent the best interests of the company, ensure that the dialogue and process is in compliance with laws governing employment within the country of residence, and seek to affect resolution and reconciliation of all parties.
http://www.wisegeek.com/what-is-human-resource-management.htm
My point of view: based on the articles that I had read that the Human resources have a goals to be achieve, first is to make use of the talents and abilities of employees to achieve operational objectives that are ultimate aim of the organization, if you are an employee you should show what talents or abilities you have not just to impress the manager but for you to help the company to achieve their plan they want to aim.

Human Resource Management and Personnel Management

“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

In this definition of personnel management, it shows that human resource management is a model of personnel management. For me, they are somewhat similar, both manages humans or the people of an organization.


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

I definitely agree with this statement, without the people who contributed to a company’s success, everything is useless. Human Resource Management is the heart of an organization and it plays a significant role in motivating the employees to become professionals and to bring out the best in them.


“When it comes to handling all the responsibilities associated with maintaining a workforce, personnel management has the most legal and financial responsibilities of the whole organization, without which the overall success of the business is at risk.”
http://it.toolbox.com/wiki/index.php/Personnel_Management

The overall success of an organization depends to its people or personnel. The nicer they are managed, the better the work. In this way, employees are encouraged to do the best they can for the organization.


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

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. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed.

“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.”
-Susan M. Heathfield-
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Yes, this definition is precisely true. Human Resource Management deals with issues concerning the most vital element of an organization, the people.

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


Critic

In this definition, the personnel management has a broad responsibility .It is concerned to the people in their work. It points out that there are various types of models of personnel management and one of which is the human resource management which is the most recent.

• 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

Critic

It points out that personnel management has a relationship on administrative discipline. Primarily, they envision on the development of the employees to become more usuable and valuable in an organization.


• 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


Critic

This definition focuses on a university arena. The members of the Personnel Management are accountable for the implementation, development and provision of the services to the different departments and to the delivery of Human Resource Strategy.

• 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#ixzz0SVyoMO3Q

Critic

According to this definition, It states that personnel Management starts with the recruiting and hiring of the eligible people up to directing and motivating them on the work. Thus, they are concerned on the effectively of the skills of a person.


• 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

Critic

In this definition, it implies that Personnel Management is also referred to as Human Resources. Apparently, they have concerns on the welfare and performance of the employee as part of the organization.


HUMAN RESOURCE MANAGEMENT

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

Critic.

Here, it is clearly stated that the term human resource management replaces the term personnel management because of their significant distinction from each other. One means the strategic and coherent approach to the management of the organization's most prized assets- people. The other merely means the description of the processes involved in manging the people of the organization.

• 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

Critic

In this defintion, the term implies the function in the organization that is focused on the management of the people of the organization.


• "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.


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

Critic
Human Resource Management has been defined in this statement that plays seven management functions of a human resources department. Primarily responsible in manpower's welfare.

• 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.

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

Critic. In this definition, the term HRM has the functions which is concerned in the staffing of the company., the processes involved in it and the various decisions and activities which conform to the regulations.

• 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.


Source:http://www.sba.gov/idc/groups/public/documents/sba_homepage/serv_pubs_eb_pdf_eb4.pdf

Critic
Human Resource Management is defined as the important in training and developing employees in a firm.