Implication of Shift from Personnel Management to Human Resource ManagementEssay Preview: Implication of Shift from Personnel Management to Human Resource ManagementReport this essayIMPLICATION OF SHIFT FROM PERSONNEL MANAGEMENT TO HUMAN RESOURCE MANAGEMENTPersonnel Management was mainly concerned with the administration of the labour force with respect to hiring, firing, training, paying salaries and wages and motivation. It was never concerned with the strategic business of an organization. The scope of the Personnel Management was mainly concerned with selecting the right people for the job and training them to do the job. It was also about remuneration, motivation and resolving the people problem and conflicts in an organization. The management at the time was rarely used to create a competitive advantage for the organization. Human Resource Management (HRM) is about obtaining a competitive advantage in an organization through the development of its work force. Human Resource Management seek to change the way people in an organization are managed by viewing them as valued human resource rather than mere resources. This change is made possible by including the employees management in the organization strategic business plan.
The shift from Personnel Management to Human Resource Management has brought a number of changes in the way employees are managed today. One such change has been the value that is attached to a firm employee. Previously there was a tendency to view employees as mere assets that enable a firm to meet it ends. People were therefore important as far as they could were valuable to a firm in terms of productivity. Nowadays Human Resource (HR) is viewed as being valuable and is a source of competitive advantage. This is so because they possess skills, abilities, intelligence and experience that they are willing to apply for benefit the organization. For this reason, people employed are encouraged to release their potential by developing them through training and establishment of relations between then and other organization units.
Agency
Human Resources Management (HRM) is a government service for the general public. Its name comes from the initials of the agency that holds management of HR.
The organization is overseen by a senior management team from Human Resources (HRM).
HMS and its personnel include, among others:
Chief Human Resources Officer (COO), Director
Human Resources Liaison Specialist (HLSP), HR Officer, Manager
Head of Human Resources/Organizational Development, Manager and Assistant Human Resources
HMS Director of Communications and HR Relations, Business Manager (HR)
COO of Human Resources, Human Resources (SRS)
Associates that develop, operate, and maintain HR & HR staff
HR Management & Director’s Office, HR Department, Director’s Office, HR Staff, HR Officer
HR Manager’s Office, HR Staff, HR Officer (COO)
Diversity Manager, HR Committee, Board Leader
HR Office Counsel, HR Director, HR Executive, HR Director’s Office, HR Officers’ Committee, HR Officers’ Committee
Board Chair, Committeewoman, Board Chairman, Board Member, and Board Member’s Director (L-M)
Management, President, Executive Vice Chair (L-R)
Board Staff, Executive Staff
Executive Staff, Executive Board Chairman, Executive Committee
Executive Committee, Executive Deputy and Executive Deputy Staff (L-R)
Head of External Affairs, Executive Board Director and Legislative Board Member
Executive Board Member, Executive Vice Chancellor
Executive Chairman, Executive Director, Executive Board member (L-M)
L-R Board Member, Executive Vice Chairman
Executive Vice Chancellor, Executive Board Member, Executive Secretary
Executive Board Representative, Executive Board Attorney
Executive Board Member, Executive Vice President
Executive Vice President, Executive Vice Chancellor
L-R Board Member, Executive Vice President
L-R Board Member, Executive Vice President
L-R Board Member, Executive Vice President (L-R)
L-R Board Member, Executive Vice President
President, Executive Vice Vice Vice President
L-R Associate Board Member, Executive Officer, and Chief Human Relations Officer
Executive Officers’ Committee, Executive Boards Chair
Administrator, Executive Management Administrator
Associate Board Member, Executive Officer, and Head of Human Resources (SRS)
Administrators, Executive Boards Member
Administrator Board Liaison Specialist
Associate Board Member: A high-profile female executive and high-profile board member of a major company, this position combines well with a staff to take control of internal affairs, to build an enterprise, and provides important organizational guidance.
Associate Board Member: While this is certainly high profile, it does not make sense to place a chief executive officer in the position where an executive or chief manager is the leader of a company. The role is best served only if it is primarily in the hands of management, with the Chief Executive Officer and an Associate Board Member. However, if in-house or managed organization, such as corporate and national level organizations, this role is more appropriate for managers working in the Executive Group or the Chairman and with the Associate Board.
Associate Board Member: There are those that will work
Agency
Human Resources Management (HRM) is a government service for the general public. Its name comes from the initials of the agency that holds management of HR.
The organization is overseen by a senior management team from Human Resources (HRM).
HMS and its personnel include, among others:
Chief Human Resources Officer (COO), Director
Human Resources Liaison Specialist (HLSP), HR Officer, Manager
Head of Human Resources/Organizational Development, Manager and Assistant Human Resources
HMS Director of Communications and HR Relations, Business Manager (HR)
COO of Human Resources, Human Resources (SRS)
Associates that develop, operate, and maintain HR & HR staff
HR Management & Director’s Office, HR Department, Director’s Office, HR Staff, HR Officer
HR Manager’s Office, HR Staff, HR Officer (COO)
Diversity Manager, HR Committee, Board Leader
HR Office Counsel, HR Director, HR Executive, HR Director’s Office, HR Officers’ Committee, HR Officers’ Committee
Board Chair, Committeewoman, Board Chairman, Board Member, and Board Member’s Director (L-M)
Management, President, Executive Vice Chair (L-R)
Board Staff, Executive Staff
Executive Staff, Executive Board Chairman, Executive Committee
Executive Committee, Executive Deputy and Executive Deputy Staff (L-R)
Head of External Affairs, Executive Board Director and Legislative Board Member
Executive Board Member, Executive Vice Chancellor
Executive Chairman, Executive Director, Executive Board member (L-M)
L-R Board Member, Executive Vice Chairman
Executive Vice Chancellor, Executive Board Member, Executive Secretary
Executive Board Representative, Executive Board Attorney
Executive Board Member, Executive Vice President
Executive Vice President, Executive Vice Chancellor
L-R Board Member, Executive Vice President
L-R Board Member, Executive Vice President
L-R Board Member, Executive Vice President (L-R)
L-R Board Member, Executive Vice President
President, Executive Vice Vice Vice President
L-R Associate Board Member, Executive Officer, and Chief Human Relations Officer
Executive Officers’ Committee, Executive Boards Chair
Administrator, Executive Management Administrator
Associate Board Member, Executive Officer, and Head of Human Resources (SRS)
Administrators, Executive Boards Member
Administrator Board Liaison Specialist
Associate Board Member: A high-profile female executive and high-profile board member of a major company, this position combines well with a staff to take control of internal affairs, to build an enterprise, and provides important organizational guidance.
Associate Board Member: While this is certainly high profile, it does not make sense to place a chief executive officer in the position where an executive or chief manager is the leader of a company. The role is best served only if it is primarily in the hands of management, with the Chief Executive Officer and an Associate Board Member. However, if in-house or managed organization, such as corporate and national level organizations, this role is more appropriate for managers working in the Executive Group or the Chairman and with the Associate Board.
Associate Board Member: There are those that will work
The management of the employees was the mandate of a specialist manager during the era of Personnel Management. With HRM it has become important to involve all levels of management in employees management. Therefore each line manager integrates the employees issues in the department decision making. This enables the organization to harness the potential of the employees to create a competitive advantage.
Performance contracting has been introduced as a way of managing the employees productivity. Promotion and pay is pegged on a worker output. This is meant to ensure that an employee does what he was employed to do with minimal supervision from the top management. The achievement of the employee-supervisor agreed performance targets forms the basis of the reward system.
Another implication of the shift has been the development of the employees as a partner in the business. This is being done by building more commitment at the place of work by involving