Human Resources - Assignment Example

Human resources al affiliation Human resource management and personnel management are mostly mistaken to mean the same thing. The two entities are completely different based on their functions and responsibilities. Their main link is that they deal with the human resources of the organization but with different tasks. Personnel management department is part of the organization that deals with recruitment and development of employees so that they become productive in the organization. Personnel management is concerned with the affairs of the human resources of the organization.

Functions of the personnel management It advises the management on matters concerning the human resources from the beginning of the recruitment program to the end of employment contract. Personnel management department plays a significant role of assisting the management in handling all the affairs of the human resource in the organization. A personnel manager act as spokes man of the human resources since he has personal contact with the employees and managers. Personnel management office is the link between the human resources, and the management thereby ensuring there is harmonious interaction and communication between the two.

It is the counseling department of all human resource problems in an organization. The office devices solutions to human resource problems and guide them on what measures to put in place (Patel, 2007, p. 46) Humana resource management is the department that is concerned with management of the affairs of the human resources in the organization. Functions of the human resource management department It set out the rules and regulations that govern the human resources within the organization. It is responsible with the reward systems of the organization.

They ensure that the employees are rewarded in accordance with the set standards and their productivity. This is to ensure that the organization does not exploit the human resources. It organizes training and development activities for the human resources to ensure that they improve their productivity. The department ensures that the organization is compliant with employment and labor laws set out by various organs. The department ensures that the human resources operate in safe working conditions by providing them with safety working facilities (Levine, 1987, p.25). Differences between human resource and personnel management Hrm advocates for decentralization of power from the top management to the employees while personnel management advocates for full authority in the top management during decision making.

Personnel management employees human resources based on a written agreement that is a short term. This contract is so compact and does not give room for changes or modifications. On the contrary, hrm advocates for a long term employment where the working conditions are less rigid and can be amended regularly to accommodate the interests of all parties involved. In personnel management, pay is based on the ability of the employee to perform and his abilities. The performance is indicated in the employment agreement giving no room for innovation and creativity.

In hrm, pay is based on continuous improvement on the job and work experience. It is meant to encourage the human resources to continue working for the organization. In personnel management, the leadership is viewed as a transactional where the leader is task oriented to achieve a specific goal. In hrm, leadership is viewed as transformational where the leader encourages the attainment of the overall organizational objectives (Mondy, 2005, p.86). References Levine, I. S., & Fleming, M. (1987).

Human resource development: issues in case management. Rockville, Md.: Division of Education and Service Systems Liaison, National Institute of Mental Health. Mondy, R. W., Noe, R. M., & Gowan, M. (2005). Human resource management (9th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall. Patel, V., & Rana, G. (2007). Personnel management. Jaipur, India: Oxford Book Co..