PERSONNEL MANAGEMENT and HUMAN RESOURCE MANAGEMENT

Personnel Management
R.J. Reddy

“ Personnel Management is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power. The methods, tools and techniques designed and utilized to secure the enthusiastic participation of labour represent the subject matter in study of personnel administration”
– Dale Yoder

Critique:
I agree this definition. I think the author of this justifies his understanding on the concept and meaning of the subject. So think, it is more likely to say that this defines what is personnel management really means.


“Personnel Management is that part of management process which is primarily concerned with the human constituents of an organization”. – E.F.L Breach

Critique:
So I guess, this definition gives a direct subject and from the word itself, “personnel management”, it primarily deals with persons.

“Personnel Management is that specialized branch of management which is concerned with solving the human problems of an organization intelligently and equitably in a manner that not only the employee potentials are developed but maximum satisfaction is also achieved by the individual , the group and the executives or managers and the goals of the organization are accomplished to the fullest possible extent”. – Dr. T.N Bhagoliwal

Source: http://books.google.com.ph/books

Critique:
I think this definition is more likely above. Only, the author gives a deep meaning to he subject and how will it going to handle. And also, it says about he goals that a certain organization wants to achieve.

Personnel Management - Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes:

(1) conducting job analyses
(2) planning personnel needs, and recruitment
(3) selecting the right people for the job
(4) orienting and training
(5) determining and managing wages and salaries
(6) providing benefits and incentives
(7) appraising performance
( resolving deputes
(9) communicating with all employees at all levels.

Source: http://www.businessdictionary.com/definition/personnel-management.html

Critique:
I think this one enumerate the process on how will a management involving personnel should be handled. And I guess the author of this subject sees the flow of personnel management. I agree with the process cited above. Human resource should be given benefits that will equal to their industrial contribution of a certain company.

Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.

Source: Staffordshire University website
http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Critique:
For this definition from a university form of organization, I could say that it is well defined and it seems effective in the implementation. Also, It is associated with the Human Resource Strategy that’s why I believe that it is effective this way. It’s like a combination of the both or more strategies to result a more effective output.



Human Resource Management (HRM)

Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

Source: http://www.businessdictionary.com/definition/human-resource-management-HRM.html

Critique:

For me, I might say that these two (personnel management and HRM) should go along to have a good result.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Critique:

I would say that HRM focused on the process involving human resource. But I could see the similarity of both PM and HRM because it deals with the same subject which is persons/human. Only that I supposed that PM talks more on the needs of the human resource while the HRM talks not only their needs but deals with the persons behavior, attitude etc.

Human Resource Management is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

Source: http://dictionary.bnet.com/definition/human+resource+management.html

Critique:

I think this definition hit my idea on how to differentiate the two despite their similarities in dealing both human resources.

While Miller (1987) suggests that Human Respurce Management relates to:
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).

Source: http://en.wikipedia.org/wiki/Human_resource_management

Critique:

Well, it’s more likely a decision-making that concerns the management of the employees. While Personnel Management tries to be effective in the control of manpower, HRM tried to hold an effective decision-making.

Reaccessing Human Resource Management
Edited by: Paul Blyton and Peter Turnbull

Keith Sisson, editor of Human Resource Management Journal applies the term HRM ‘in the most general of senses to refer to the policies, procedures and processes involved in the management of people in work organizations (1990:1).

Similarly, Michael Poole, editor of International Journal of Human Resource argues that beyond the central aspect of HRM being the link with business policy and strategic management, ‘the subject is perhaps best viewed as involving a synthesis of elements from international business, organizational behavior, personnel management and industrial relations’ (1990:1-2)

Source: http://www.google.com.ph/books?

Critique:

It simply gives the summary of understanding the concept of HRM. And I like the idea that it is summarize into simple views. And I think, every organization had their own formulation of concept and strategies that they find to be effective.

The following are the definitions of personnel management and human resource management that I’ve searched on the internet.

Various Definitions of Personnel Management:

-is an administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

http://www.businessdictionary.com/definition/personnel-management.html

CRITIQUE:

Well. I agree to the definition above. Personnel Management is really the one which administers discipline to the employees for them also not to experience difficulties on developing the potentials present on an employee.

-is the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/Personnel Management.html

CRITIQUE:

Well. I agree to the definition above. Personnel Management is really concerned on whatever the employees are doing for it is the one responsible of managing them.

Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

http://wiki.answers.com/Q/Definition_of_personnel_management

CRITIQUE:

Well. I agree to the definition above. Personnel Management is the one responsible for hiring and firing an employee base on proper policies that are present on that particular organization.

- is the activity of managing personnel, usually employees.
In any organization, managing personnel is the process of making sure the employees (not the customers) are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively.
This subject is a major at many universities, or a minor in the business school. It is also known as personnel administration, which is functionally an equivalent term.

http://www.nationmaster.com/encyclopedia/Personnel-management

CRITIQUE:

Well. I agree to the definition above. Personnel Management makes sure that an employee has a high level performance for the organization to become efficient and famous on the specific business that they are doing.

Thomas G. Spates

“Personnel administration is a code of the ways of organizing and treating individuals at work so that they will each get the greatest possible realization of their intrinsic abilities thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum results”.

http://www.freemba.in/articlesread.php?artcode=812&stcode=13&substcode=46

CRITIQUE:

Well. I agree to the definition above. Personnel Management organizes and treats employees in a way that they would have discipline in whatever they are doing and become efficient in their specific roles of their jobs.


Various definitions of Human Resource Management

-is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

CRITIQUE:

Well. I agree to the definition above. Human Resource Management is the one which directs the employees during the time of their work so that the organization could come up the best decision.

- is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

http://en.wikipedia.org/wiki/Human_resource_management

CRITIQUE:

Well. I agree to the definition above. Human Resource Management is the one which manages the employees who really contributes a lot to the achievement of the organization.

-is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

http://dictionary.bnet.com/definition/human resource management.html

CRITIQUE:

Well. I agree to the definition above. Human Resource Management focuses on managing the people at work. It is committed to the employees.

-involves Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

http://www.businessdictionary.com/definition/human-resource-management-HRM.html

CRITIQUE:

Well. I agree to the definition above. Human Resource Management aims to have the best employees for an organization through helping the employees develop their works such as implementing seminars and trainings.

-involves all methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.

http://www.allwords.com/word-human resource management.html

CRITIQUE:

Well. I agree to the definition above. Human Resource Management is the one that makes an employee better through making them more productive.

My Blog: http://etelur.blogspot.com/2009/08/hrm-definitions-of-personnel-management.html

is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.

These are the following definitions of personnel management human resource management and their authors and sources.

Human Resources Management

1.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

•Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

2.) The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

Assembled by Carter McNamara, MBA, PhD
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

•Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. The HR staffs are ideal for drafting and reviewing the company handbook.

3.) Human resource management is all about management of a resource that we call human beings. Human is a resource which is playing a vital role round the world. It is about the human who are working round the world. People have different areas of their choice. They may work for their own and their families as well. People are facing a lot of problems too. These problems are accountable of many troubles round the planet. We may observe the miseries of people due to their mismanagement.

All around the world, people have troubles due to mismanagement of human resource. If they are serious to resolve the issues and give all of them their correct value then they would be able to do their proper management. Management is easy to do in social, financial and educational terms but it is difficult to manage human resource as people have their priorities and they want to live their life in their way. So, it is a tough task to manage human resources.

http://www.blurtit.com/q682550.html

•Therefore, there should be someone concerned with the welfare and performance of persons who are a part of the operation. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.

4.) The area of human resource management becomes more complex and challenging with each passing year. Federal and state laws continue to change the nature of how an organization is permitted to manage its operations and employees. Effective and efficient management is a necessity if organizations are to achieve business goals. In this environment it is imperative that human resource practitioners stay informed of the latest interpretations of current laws and keep up-to-date with new management practices.

http://www4.uwm.edu/SCE/program_area.cfm?id=203

•With the fast changing technology, human resource management also becomes more complex because of its improving way in managing the employee. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.

5.) Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremities, they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows.

http://www.bizoffice.com/library/files/human.html

•To ensure that there business will earn big amount and it will grow in sales, before hiring new employee they must undergo training to make them fully competent in the world of work.

Personnel Management

1.) Personnel Management is a part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/Personnel+Management.html

•The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company.

2.) Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.
According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals.”

According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.”

http://www.managementstudyguide.com/personnel-management.htm

•Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments.

3.)Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

http://wiki.answers.com/Q/Definition_of_personnel_management

•One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

4.) When it comes to handling all the responsbilities associated with maintaining a workforce, personnel management has the most legal and financial responsibilities of the whole organization, without which the overall success of the business is at risk.
Principle Responsibilities
• Sourcing
• Recruitment
• Training
• Payroll
• Supervision
• Employment Issues
• Termination

http://it.toolbox.com/wiki/index.php/Personnel_Management

•Personnel management lays emphasize on action rather than making lengthy schedules, plans, and work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies.

5.) Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions; tuition reimbursement and employee leave including FMLA.

Personnel Management is also responsible for training in the following areas:
• Management & Supervisory Training
• Customer Service Training
• Policy & Procedure Training
• Sexual Harassment & Workplace Violence Training
• Departmental specific training

http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

•Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern. It also motivates the employees through its effective incentive plans so that the employees provide fullest co-operation.

"Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. "

Source: http://en.wikipedia.org/wiki/Human_resource_management
Author: Armstrong, Michael (2006). A Handbook of Human Resource Management Practice

“The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.”

Source: (Carter McNamara, MBA, Phd)

"Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization."

Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm
Author: Susan M. Heathfield

“Human Resource Management (HRM) is a management approach that enhances your organisation's performance by optimising your employee's opportunities to be effective and productive. HRM activities include: planning, recruitment and selection, training, performance appraisal and remuneration. “

Source: http://communitydoor.qld.gov.au/management/hr/

"In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resource management."

Source: http://www.wisegeek.com/what-is-personnel-management.htm

“Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.”

Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

PERSONNEL MANAGEMENT

Definition 1. In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources (HR).

Source. http://www.wisegeek.com/what-is-personnel-management.htm

Critique. In this definition, the term personnel management is synonymous to human resource management. It implies that both have the same meaning, the management of the persons involved in the operations of all the organizations. They are the ones who are concern with the programs and activities for their company's persons.

Definition 2. Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

Source. http://www.businessdictionary.com/definition/personnel-management.html

Critique. It is stated that the term means an administrative discipline in the company which provides the specific needs of the people ware so as their benefits and incentives and other programs. Additionally, this discipline is merely concerned on the processes with regards to the "EMPLOYEES" in the company.


Definition 3. Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.

Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.

Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.

Source. Staffordshire University
http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Critique. This term is specifically meant in the university, particularly, the Stanford University. But the relevance of the meaning is just the same with the other definitions, only it is specific. Personnel Management is responsible for the implementation and distribution of the human resource management services throughout the university and its individual departments.


Definition 4. Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

Source. http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0QfaMPmTf



Critique. This definition is generally meant for all the people, their skills, and its development in their respective organizations. Personnel management is the discipline which manages all of the processes concerned in the people of the organization. These processes start in the hiring of the employees to their development or growth and also to the level of managing tensions that arises among the employees.


Definition 5. the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

Source. http://dictionary.bnet.com/definition/personnel+management.html

Critique. In this defintion, the personnel management is distinguished to human resource management. The former means a part of management that is concerned with the people and their relationships at work. The latter is the most recent model of the personnel management. To sum it up, the personnel managemnet is part of the general management which has various models in which human resource management is the most recent.

HUMAN RESOURCE MANAGEMENT

Definition 1. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Source. http://en.wikipedia.org/wiki/Human_resource_management

Critique. Here, it is clearly stated that the term human resource management replaces the term personnel management because of their significant distinction from each other. One means the strategic and coherent approach to the management of the organization's most prized assets- people. The other merely means the description of the processes involved in manging the people of the organization.


Definition 2. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.

Source. Carter McNamara, MBA, PhD
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Critique. In this definition, the term HRM has the functions which is concerned in the staffing of the company., the processes involved in it and the various decisions and activities which conform to the regulations.

Definition 3. Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

Source.http://www.businessdictionary.com/definition/human-resource-management-HRM.html

Critique. At this point, the term HRM implies the administrative activities associate within the human resources of the company. HRM aims at developing the people of the organization through work.


Definition 4. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Source. Susan M. Heathfield
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Critique. in this defintion, the term implies the function in the organization that is focused on the management of the people of the organization.


Definition 5. Term that is replacing personnel management and implying that personnel managers should not merely handle recruitment, pay, and discharging, but should maximize the use of an organization's human resources.

Source. http://www.answers.com/topic/human-resource-management

Critique. Here, the term HRM replaces personnel management. It implies that personnel management should not be concerned with the processes including recruitment, pay, discharging, etc... but should maximize the use of human resources. Then, it only means that the human resource management is the one who is concerned in the aspects which is beyond the scope of the personnel management.

Personnel Management
“The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.

This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.

Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.”
http://www.wisegeek.com/what-is-personnel-management.htm

This article actually talks about personnel management’s functions or the personnel manager’s functions in the organization. With these definitions, the basic roles of a personnel manager are clearly defined. Personnel manages are primarily concerned with the staffing process.

“Personnel management is not confined to the role of specialist personnel managers in work organizations. It compasses all those people who are involved in devising personnel policies, as well as all those with direct responsibility for managing personnel. Indeed, one of the most interesting developments in recent years has been the changing role of general managers, specialist personnel managers and line managers in managing the human resource.”
By: Jon Clark (Ph. D.)
http://books.google.com.ph/books?id=FJeqctNCv0EC&pg=PA2&lpg=PA2&dq=human+resource+management+definition&source=bl&ots=KBcdKI00LW&sig=YoDr6StSycp-WH0PXUEmuj0Vi_s&hl=tl&ei=Z06mSrucDIT6sQPlkOmMDw&sa=X&oi=book_result&ct=result&resnum=8#v=onepage&q=human%20resource%20management%20definition&f=false

This definition by Jon Clark defines personnel management to be a process that concerns the organizations management of its personnel and their responsibility. The author also emphasized that personnel management does not only concern the role of the personnel manager but all the people involved in personnel stuffs in the organization. I agree that when we say personnel management it does not directly addresses the personnel manager but the whole workforce that is related to it in a certain organization.

“Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.”
http://www.businessdictionary.com/definition/personnel-management.html

Just like the first definition I had gotten, this one also specifies the basic roles of personnel management in an organization. This definition contradicts to what Jon Clark defines that personnel management should not only deal with the personnel managers role.

“Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.”
http://www.zeromillion.com/business/personnel/personnel-mangement.html

This is somewhat concur with the idea of Jon Clark because it not only talks about personnel managers. Personnel management here is defined to be a process of facilitating people in an organization concerning how they would be effective end efficient for such positions they’ll be having.

“Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.”
http://www.staffs.ac.uk/uniservices/personnel/management/index.php

In this definition it also talks about the organization or the facilitation of people in an organization. The definition also gives the responsibilities of Personnel Management.

“Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.”
http://wiki.answers.com/Q/Definition_of_personnel_management

In this definition personnel management refers to the function of a certain person as to the responsibility to the employees and staff of the organization.

The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.
http://dictionary.bnet.com/definition/personnel+management.html

I think this is a simple and easy-to-understand definition of personnel management. In my own understanding this would be just the standard meaning of what personnel management is.

Human Resource Management
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
by Carter McNamara, MBA, PhD
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Unlike personnel management human resource management directly refers to the staffing and deciding employee processes in an organization.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Similar with the fist definition HRM in this definition also refers to the organizational function or recruitment, staffing and other process concerning staffs and employees.

a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.
http://dictionary.bnet.com/definition/human+resource+management.html

This could be summarized as the management or in line with management and strategy in the organization of the workforce in an organization.

Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.
http://www.businessdictionary.com/definition/human-resource-management-HRM.html

This definition refers to the planning and the organization of human resources.

"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5).
http://www.answers.com/topic/human-resource-management

Human Resources management in this definition refers to the treatment of people in the organizations. Also on how people are trained for their jobs.

1) The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

http://www.wisegeek.com/what-is-personnel-management.htm

2) Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

In addition to recruiting and hiring, some of the responsibilities of a personnel manager are:

1. To classify jobs and prepare wage and salary scales.

2. To counsel employees.

3. To deal with disciplinary problems.

4. To negotiate with labor unions and service union contracts.

5. To develop safety standards and practices.

6. To manage benefit programs, such as group insurance, health, and retirement plans.

7. To provide for periodic reviews of the performance of each individual employee, and for recognition of his or her strengths and needs for further development.

8. To assist individuals in their efforts to develop and qualify for more advanced jobs.

9. To plan and supervise training programs.

10. To keep abreast of developments in personnel management.

http://www.zeromillion.com/business/personnel/personnel-mangement.html

3) Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

http://www.businessdictionary.com/definition/personnel-management.html

4) The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/Personnel+Management.html

5) Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

http://wiki.answers.com/Q/Definition_of_personnel_management

Human Resource Management

1) Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.


http://en.wikipedia.org/wiki/Human_resource_management


2) The Human Resources Management (HRM) by: Assembled by Carter McNamara, MBA, PhD -function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.


http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

3) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.


http://humanresources.about.com/od/glossaryh/f/hr_management.htm


4) "Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.


http://www.answers.com/topic/human-resource-management


5) Human Resource Management Systems, also called Human Resource modules, is a link between Human resource management and information technology. A Human resource management system provides a single, accurate view of all human resource activities including recruiting, performance management, training and development and also compensation. Human resource management systems reduce the workload of the human resource department as well as increasing the efficiency of the department by standardizing human resource process. Human resource department plays an important role in the smooth running of the company by tracking and analyzing the time keeping and work patterns of the workforce.

http://jobfunctions.bnet.com/abstract.aspx?docid=1089745&tag=content;col1

Personnel Management:

Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.


In this statement, personnel management is the one who is responsible in recruiting and selecting staff. Its obligation also is to train, assess, and make any such development in careers and so on. That is why, personnel management is important to an organization.
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Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

In this definition, personnel management is responsible for hiring and developing employees to be more productive in an organization.

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The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.

This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.

Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.

Personnel Management is related to personnel manager. Personnel Manager is the one who oversees of the emotional welfare of the employees. That is why, personnel managers understand that employees are the main ingredient of an organization.


Human Resource Management:
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Human Resource Management is kinda related to personnel management. They are both in line with hiring, performance management, employee motivation, and other activities related to the employees.
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Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.

In this statement, human resource management is responsible in making employees feel at home even they are in their workplace. HRM is also responsible in making people to be more productive so that they can easily solve problems in their organization.

* When it comes to handling all the responsibilities associated with maintaining a workforce, personnel management has the most legal and financial responsibilities of the whole organization, without which the overall success of the business is at risk. http://it.toolbox.com/wiki/index.php/Personnel_Management

-It is said that personnel management is the foundation of a company. In which, without this the company will not succeed and it will be hard to reach its goals.

* Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels. http://www.businessdictionary.com/definition/personnel-management.html

-Personnel Management includes making job analyses so that a company will know what is the needs of the company itself and its employees.

* Business Definition for: Personnel Management

* the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent. http://dictionary.bnet.com/definition/Personnel+Management.htm

-The business world describes personnel management as the responsibility of supervisors or managers. In which supervisors or managers will advise and of course make decisions for the sake of the company as well as the employees under his/her level.

* Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.

Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work. http://www.staffs.ac.uk/uniservices/personnel/management/index.php

-Like the above description of personnel management, it is stated that it is responsible for making decisions and it is also added that it is also responsible for making and deciding what strategies should be used between different departments of a certain company.

* Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals. http://www.zeromillion.com/business/personnel/personnel-management.html

-The above statement states that personnel management that is concerned with the best use of the people inside a firm. It may range from the lowest level in the company to the highest. Thus, hiring the most qualified appliocant will be the best for the company.

HRM

* The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

-HRM is broad and it holds a very huge portion of a certain firm. One of the activities that HRM does is deciding on what the company needs.

* Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. http://humanresources.about.com/od/glossaryh/f/hr_management.htm

-It is described very brief, in which it is said that HRM focuses mostly on recruiting, hiring and supervising or giving direction on employees.

* Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. http://books.google.com.ph/books?id=bc8OAAAAQAAJ&pg=PA3&lpg=PA3&dq=Human+Resource+Management&source=bl&ots=t0IGMS_-5l&sig=mkGU-Q_D-2ewBd9HELW6MJ-1k04&hl=tl&ei=Dmq4SvmuIsn7tgfjw4DuDg&sa=X&oi=book_result&ct=result&resnum=7#v=onepage&q=&f=false

-It is described as having a deep approach to employment, in which it is looking forward for achieving and having the very best workforce.

* Human resource management is resource-centered activity providing and deploying human resources catering to management needs. It is aligned to management interest being a management activity. Demand rather than supply is the focus of the activity. HRM emphasized on planning, monitoring and control. Human resources issues and problem solving is undertaken with other members of the management. Management of human resources is similar to other aspect of management in the organisation and an integrated part of it. http://jobfunctions.bnet.com/abstract.aspx?docid=937653&promo=100511

-I agree with the description, except for this line, "HRM emphasized on planning, monitoring and control." Because we all know that we can never control human beings.

* The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business's investment in its people. This makes it a highly complex function - because it deals with not just management issues but human ones as well. http://jobfunctions.bnet.com/abstract.aspx?docid=937441&promo=100511

-HRM is responsible for all of the departments and it should have the most out of its employees.