Human Resource Management

11 Pages 2647 Words

agement practices. Managers would like human resource staff to work closely with them to help solve their people – related problems as efficiently and promptly as possible, allowing them to give more attention to other concerns. While managers may best understand their own people they increasingly seek help in handling people problems. As human resource staff becomes more capable and effective, managers seek to work with them as partners. (Management Concept & Practices) The Difference Between Personal And Human Resource Management The term “personal management” is still used in many organisations in many companies. But Human Resource Management is now used to an increasing extent this is in recognition of the vital role human resources play in an organisation. Conceptually, Human Resource Management is different from Personal Management in that it is an explicit strategy to use the Human Resources of a firm to gain a competitive and comparative advantage. The conceptual differences between Personal and Human resource Management: 1. Human Resource Management is strategic there should be a good fit between Human Resource practice and business strategy and contradiction should be avoided. 2. Human Resource Management conceptualises the various elements of the organisation’s approach to managing people as set of integrated activities. 3. Human Resource Management involves a conceptual shift away from regarding employees as a cost to be managed towards and asset to be nurtured and developed The main areas of difference between Human Resource Management and tradition Personal, therefore, lie in the emphasis given to strategic fit and integration in Human Resource Management, and the emphasis on managing the culture of the organisation in line with the espoused values of “developmental humanism” other differences relate to the fact that | Human Resource Management is aimed very much at managers as well as employees, where as perso...