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Human Resource Management In Contributing To Organisational Purposes
1.1 Distinguish between personnel management and human resource management Personnel management is regarded as a continuous process that brings growth and evolution which includes acquiring and assimilating skills and expertise as defined by Torrington.
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Human Resource Management In Contributing To Organisational Purposes

Task 1: Understand the difference between personnel management and human resource management

1.1 Distinguish between personnel management and human resource management

Human Resource Management In Contributing To Organisational PurposesPersonnel management is regarded as a continuous process that brings growth and evolution which includes acquiring and assimilating skills and expertise as defined by Torrington.

HRM according to Armstrong HRM resembles personnel management in many ways with an exception that this process is marked by the involvement of strategic approaches and having a philosophical touch. Storey defines personnel management as an orthodox approach while as HRM as an HRM as a new and different approach regarding people at the workplace. (Koster, 2002)

Personnel management evolved to be more dynamic and transformed itself to HRM during the process of its evolution. It is the function of the enterprise that helps them in the process of selecting suitable employees, recruiting them, training and developing them. (Aswathappa, 2007)

1.2 Assess the function of the human resource management in contributing to organisational purposes

Human Resource Management contributes the organisational purposes in many ways;

  • It oversees all the activities of an individual from its entry to exit in the organisation
  • It is integral part of planning of the human resource
  • It conducts the analysis and the design of the jobs
  • The process of recruitment and selection of the employees are in the purview of the HRM
  • It enhances the employee performances by organizing programs for training and the development of the employees
  • Motivating the employees and encouraging them to involved in communication
  • It guides the management about its business needs (Aswathappa, 2007)
  • 1.3 Evaluate the role and responsibilities of line managers in human resource management

    Line managers of the businesses implements Human Resource initiatives on a daily basis, role of Line Managers are as follows;

    • Employee Engagement – Line Managers act as supervisors and are responsible for the creating of culture in the respective team. He is responsible to appreciate employees to participate in communication and increase in employee participation.
    • Performance Appraisal – As line managers are in direct interface with the employees they judge and rate their overall performances in the process of appraisal. Line managers provide valuable feedback to employees about their performances and improvement of the shortcomings.
    • Discipline at the work place – The policies of the HR department helps the line managers to set expectations regarding the disciplined code of conduct. These influence the performances of the employees directly. Line managers in any organisation should set example for the rest to follow.
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