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Example research essay topic: Human Resource Management Human Resource Managers - 1,738 words

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... not hire the employees who work clock-in- clock-out. So, the better the employees work the higher salary they get. Human Resource Managers bear in mind that payment and appraisal are one of the most significant aspects of the effective work in the company. When an employee agrees to complete the work, he agrees to receive certain remuneration for it. Therefore, the agreement effort-payment should be considered as just and righteous.

Effective Human Resource Managers know that the money serve an index of value of the certain employee in a company. Some Human Resource Managers prefer using a matrix-system. Matrix system relates points to the salary. For example, if an employee is awarded 50 to 100 points, he will get an increase of 3 - 4 percent or an increase to his salary line whichever is the greater.

If an employee gets the points between 100 - 150, the increase may reach 3. 5 - 5 percent. Such approach is effectively implemented in ACME that also uses TQC program. This program supposes special payments for the team projects that also contribute to motivation of the employees (Scholtes 20). Personnel Management Personnel Management is more focused on developing teams, managing conflicts and diversity, motivating the employees, communicating effectively, delegating responsibility, training and coaching, and guiding the employees to achieve the specific goals of organization.

The Personnel Management emphasizes on the effective exploitation of the human resources in the company. Besides, the Personnel Management deals with personnel planning (Diritto del Lavoro on Line 6): Personnel Planning Acquisition of the Resource Integration Development Personnel Available Recruitment, Selection, Inclusion Evaluation, Control, Direction Formation, Career Planning, Syndacal Relationship General Personnel Planning Definition of Role and Planned Objectives Acquisition of Input and Operative Resource Definition of the Service and the Ways to offer them Personnel Requested Although the control and discipline are important, personnel managers realize that employees are people and the most important thins is the effectiveness of the work. At the same time, the employees need a discipline and guidelines. The personnel managers try to balance the two. Such reasonable approach helps them to maintain working relations between the employees and at the same time to treat each employee as an individual (Bach 25). Taking into account corporate culture, support of the employees, understanding, motivation, - there are several examples of activity for Personnel Manager in the organization.

All these components play an important role in achievement of strategic goals of the organization as people are an important resource. As far as Personnel Management is also focused on developing the teams, its aim is to build an ethical organization characterized by high moral and ethical standards. Personnel Managers need to be good psychologists to inspire the employees by their own example. Such motivation provides the employees with meaning and challenges for engaging in shared strategic goals of the company. Personnel Managers involve employees in deliberating on beliefs and goals of the organization (Legge 42). They use teams as a way to recognize the work of employees who have contributed to the effectiveness of organization.

Personnel Management develops approaches to help the employees to question assumptions and to stimulate the employees finding new creative solutions to problems. The tactics of Personnel Management treats each employee as an individual. Such specific vision creates an image of desired solution of the problem. By creating this vision, the effective Personnel Manager provides a method for the employees to achieve common goals and a way for the company to become successful. Personnel Management aims to achieve consensus in aligning organizational and individual interests. Personnel Managers help the employees to develop and maintain a professional and collaborative culture.

The individuals, working in a team, plan their future actions necessary to achieve the strategic goals. Personnel Managers undertake all efforts to involve the team into collaborative goal setting. Personnel Managers foster individual development of the employees. When they give the employees a role in solving non-routine organizational problems, they make sure that strategic goals are ambitious and explicit but realistic. Personnel Managers use practices primarily to help the employees work smarter but not harder. They encourage employees to assist each other and help them to develop better solutions.

Personnel Management techniques are very effective. Besides, Personnel Management techniques have a sizable influence on employee collaboration. What is even more, a significant relationship exists between the aspects of Personnel Management and personnel's own attempts of changes in both attitudes toward altered instructional behavior and organizational improvement. Personnel Management also looks for approach to transform the organization as they appeal to the values of the employees. Personnel Management techniques expect innovative vision and thinking, raise leaders and team members above self-interest, and build trust between the managers and the employees.

In such a way, the effectiveness and necessity of implementation of Personnel Management techniques speak for themselves. The Main Differences between Human Resource Management and Personnel Management Human Resource Management embraces all activities of the company including the recruitment of people with necessary skills, talents, and abilities that help the organization to reach its strategic aims. HRM also includes training and development of personnel as well as their motivation, overseeing their evaluation and compensation. Personnel Management is the activity of managing personnel. The profession of Human Resource Manager is quite young. Human Resource Managers should obtain education in sphere of psychology and sociology.

HR has made a revolution in traditional approach to management. According to the recent researches, there are two main approaches related to the theory of Human Resources: The Doctrine of Scientific Management. This approach concerns the use of methods necessary to optimize the organizational, social and technical components. The Doctrine of Human Relations. This approach underlines the importance of social-organizational and psychological factors crucial to success of the organization. It involves the effective functioning of the personnel.

Personnel Management, in contrast to Human Resource Management, to a greater extent involves personnel-oriented tasks and approaches and takes into account the strategic model of the company development. Human Resource Management, as we have already noticed, focuses attention on employees motivation, work culture, implementation of strategic plans and goals, delivery of services and products to the companys partners, facilitation of the partners ability to get the reliable information, dealing with an employment-related claims, and development the employment strategies aimed to make the organization stronger. Human Resource Management relates on activities and technique where HRM plays an important role for the effectiveness of organization. The conclusion can be done that HRM strategies are basically created under the pressure of contextual circumstances like sectoral, national, and organizational factors. Personnel Management focuses more attention in the recruitment processes, as those are quite important for Personnel Management. In order to recruit a proper employee, an effective PM has to analyze all qualities and skills he requires to meet in potential candidate.

The manager is aware of the fact that the employees are the key figures for the business, because the personnel of the company bears responsibility for the products and services and works for the effectiveness of the company. Personnel Management is closely related to the systems of remuneration and appraisal as the number of rules or procedures necessary to determine the amount of remuneration as well as other kinds of appraisals for each employee. Personnel Managers use the system of compensations and remunerations to attract the employees with necessary qualities and skills. Such approach is very important for the business, especially when the organization feels the need in rare qualifications and skills. Personnel Managers also implement the activities based on stimulation of the workers in order to reach the strategic business aims of the organizations. The additional aims are as follows: to motivate the employees depending on their contribution into the activity of the company; to stimulate the employees to work during a definite period of time; to make the employees to be more flexible in relation to their work; to stimulate learning new skills and qualities; to create a demand in further promotion To resume, the expectations for effective Human Resource department take into account the strategic model of development.

HRM methods usually embrace participation in the development of organizational strategy in the market and quick adaptation of the organization to its strategic goals. Human Resource Management requires understanding of business positions as well as comprehension of financial aspects and effective proposals concerning the management of the organization in general. Conclusion There are not lot of differences between Personnel Management and Human Resource Management. Although there are some diverging aspects, both of them are almost identical. The differences between HRM and PM are mostly in meaning and emphasis.

The Personnel Management is often examined as a continuing process of growth and evolution that resembles much of Human Resource Management. At the same time, the concepts of HRM are more purposeful, strategic, relevant, and, therefore, more effective. We can make the conclusion that Human Resource Management is used more widely than Personnel Management. So, the main differences between Human Resource Management and Personnel Management are: Human Resource Management emphasizes the importance of senior managements management culture whereas personnel management has always been rather suspicious of organization development and related unitarian, social- psychologically oriented ideas (Skyline College, n. p. ); Personnel Management is more distinctly concentrated on line management, whereas Human Resource Management is much more of an integrated line management (Skyline College, n. p. ); Finally, Personnel Management is explored as the activity related to a greater extent to non-managerial staff, whereas Human Resource Management is more concerned with managerial staff; Bibliography Armstrong, M. (1992).

Strategies for human resource management: a total business approach. London: Kogan Page Bach, S. and Sisson, K. (eds. ) (2000), Personnel Management: a Comprehensive Guide to Theory and Practice. Baron, J. (1999). Strategic human resources: frameworks for general managers. New York: John Wiley.

Diritto del Lavoro on Line. Reina, R. (Bratislava, 23 - 29 June 2001). The Personnel Management in the Italian Public Administration. Tempus Programme at IPA.

Magna Gr? cia University - Catanzaro Legge. (1999). Personnel management in the 'lean' organization, Personnel Management in Britain, Oxford Newell, S and V. Shackleton G (2001), Selection and Assessment as an interactive Decision-action Perspective in Redman, T and Wilkinson (2001), Contemporary Human Resource Management: Text and Cases (ed). Harlow: Pearson Education. Scholtes, P. , Joiner, B. , Streibel, B. (1996).

The team handbook. 2 nd. ed. Madison, Wis. : Joiner Associates. Skyline College. HRM. Retrieved September 8, 2006. < web >


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