Understand the difference between personal management and human resource management
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1. 1 Distinguish between personal management and human resource management Human resource management is the study of human resources who are people and work in an organization. There are various definitions of human resource management. Armstrong (2009), states that human resource management is concerned with all aspects of how people are employed and managed in organization. This definition is broad and makes clear about human resource management. According to this definition HRM covers all the activities like human capital management, corporate social responsibility, knowledge management, organizational development, performance management, employee relation, reward management which happens in organization for managing people. In other definition Randawa (2007) describes human resource management refers to the policies and practices involved in carrying out the people of human resource aspect of a management position. Armstrong (2009), states that the objective of the human resource management is to ensure that the organization is able to achieve success through people.
Human resource management is an organizational function that deals with people in selecting, recruiting, training, communicating, motivating them. On the hand, the domain of the Human resource management is to plan, organise, direct and control the process of these activities into the organization. Personal management is also used to describe the management of people in the organization. Since the last few decades these two concepts have been taken interchangeably. But few scholars still raise the issues to describe these two concepts separately. However the study of human resource management says that the personal management is related to human resources that occupies the functions that deals with the employment of people within the organizations. Cole (2002) argues that personal management describes the same genre of management activity in such organizations. Cole explores the values and importance of personal management and says that personal management has been used to describe the function of management that deals with the recruitment, employment, training, deployment, safety and departure of employees. Personal management aims to achieve specific efficiency and justice in managing people because it is more concerned with the role and responsibility of the employees into organizations. It is concerned with job satisfaction, pay, promotion and motivation of employees.
For example, job satisfaction and motivation can be judged personally that show the personal management has related with the overall study of human resource of management. It also includes developing and implementing the policies to create supportive environment for the employees. But the recent debate has tried to identify some few separate distinctions in effect of application of personal and human resource management. According to Cole (2002) the following distinctions are given:
Personal management covers
Human resource management covers
1. Servicing role
2. special department
3. Emphasis on procedures
4. Less flexible approach to staff
5. Focus on employees’ needs
1. Innovative role
2. General Management activity
3. Emphasis on strategy
4. flexible approach
5. Focus on employees requirements
1.2 Access the functions of human resource management of your chosen company Human resource management functions are known as its tasks performed in an organization to provide coordination of human resources. Pattanayak (2005) states that human resource functions are concerned with a variety of activities that significantly influence almost all areas of an organization. HRM functions can be divided into two parts.
1. Primary functions
2. Secondary functions
To describe the functions of human resource management I have chosen Tesco which is the biggest and popular supermarket in the UK. Tesco sells foods, daily needs goods, beverages, and electronics. Tesco has extended its storesc in other countries out of the UK. The goals of the human resource management are to increase the business by using the human resources perfectly. The proper use of human resource brings growth, profitability, competitiveness in the business. Primary functions of human resource management
1. Human resource planning: Planning is related to manage the demand and supply factors of human resource in organizations. Human resource is a basic resource of the organization. All the activities have to perform by human resources so the human resource management plans the strategy to manage the people into organization. Human resource management team of Tesco makes the plan of operation for a year in the beginning of the year. Management sets the policy and guidance for the whole operating process in the business.
2. Equal employment opportunity: Equal opportunity to the employees is a basic legal responsibility of the organization. Therefore human resource management plans to provide the equal opportunity of employment by setting the policy and procedures.
3. Staffing (recruitment and selection): Staffing is one of the most important responsibilities of management. To select the right people, at the right place in the right time is a challenge for management. To recruit the best person, management sets the selection procedures. It is a time consuming process. Human resource management selects the people according its requirement to achieve the organizational goals.
4. Payroll administration: Human resource management team is responsible to make employees’ payroll keeping track of hours of the employee. This is the task to ensure that the employees are receiving appropriate amount of pay for their working hours. Payroll administration is also responsible to calculate the taxes and addition in salary by bonuses, benefits, and overtime work. Tesco has thousands of employees so the payroll administration job of the HRM is very important and complicated.
5. Reward management: Reward management is related to motivation of employees. Reward is a prize or financial return for the better performance which motivates the employees. Human resource management provides extrinsic reward and intrinsic reward to employees.
6. Training and Development: Human resource management provides the training to develop the skills of the employees. Training is a necessary activity to develop the working skills of the people.
7. Performance Management: Performance management is a process to establish the shared workforce which helps to achieve the organizational goal. HRM should keep the employee aware to achieve the objectives so it works for high performance workforce.
8. Employee relations: Employee relationship can contribute to high productivity, motivation and morale. Good relation of employee can solve the problems easily among each other and it supports the performance.
1.3 Evaluate the role and responsibilities of line managers
Manager is a responsible person to operate the day to day business in Tesco. Line managers do the activities what the store managers do in the store. There are few role and responsibilities of duty managers. 1. Administrate work: Line managers do their job handling the day -to-day operations of the business. Managers control employees in and out log book, control inventory, keep records. 2. Planning: Line Managers are responsible for planning the operations in the business. Line managers in Tesco make the plan to operate the business functions of the day. 3. Direct: Line managers direct the employees and support them to do the work. Managers are the leaders also they guide their subordinates. 4. Evaluate: Line managers evaluate the performance of the employees; they can reward and punish them.
1.4 Analyse the impact of the UK legal and regulatory frame work on human resource management The UK Legal and regulatory Framework on human resource management has protected the employees from unfair discrimination in the work place. It defined and fixed the rights and equal access to job vacancies to everybody, working 40 hour in a week, minimum wages, and working overtime. The law has confirmed the same pay for men and women who do the equal work. Employers are obligated to provide safe and clean environment at their work place. Sex discrimination Act tells men and women are treated equally. The people must not be discriminated against marital status, sex, age, disability, race, sexual orientation, and gender. The law has prohibited all kinds of discriminations and harassment in the work. There are following law and regulations to control discriminations i.e. the equal Pay Act 1970, the sex Discrimination Act1975, The disability discrimination Act 1995, the employment Equality Regulations 2003, and The Equality Act 2006.
1.5 Identify and apply 3 strategies that can help line manager to recruit new staff for your chosen company The strategies that I would recommend to the line manager to recruit new staff for Tesco are as follow. a) Arrange for group interaction: This can be one of the effective strategies that a line manager can apply to recruit in Tesco. Group interaction brings out the best of the potential recruit and helps the line manager to understand their competitiveness among the group. b) Use non-traditional media to publish the job: using a non traditional media such as YouTube to advertise the post can reach to a far more group of potential candidates. c) Consider past candidate: This is one of the easiest and far cheaper way of recruitment. Digging in the past files of the candidates helps the line manager to make a decision effectively.
1.6 Critically evaluate the benefits of using a ‘soft system’ of approach of HRM in a business organization ‘Soft System’ approach of HRM is based on a kind of developmental humanism where trust, self regulated behaviour and commitment are at the centre of this strategic approach, with people considered key assets and the source of competitive advantage (Debroux, 2003). Some of the benefits of using this approach of HRM are so below. It maintains collaboration, partnership, goodwill and willingness of entities. It motivates and encourages employees to perform at their par. It turns the working environment to a comfort zone.