HND BUSINESS MANAGEMENT
BTEC LEVEL 5
Human Resource Management
Table of Contents
1.1Distinguish between personnel management and human resource management
3 1.2 The function of the HRM in contributing to organizational purposes
4 1.3 The role and responsibilities of line managers in human resource management
5 1.4 The impact of the legal and regulatory framework on human resource management
6 2.1 The reasons for human resource planning in organizations
7 2.2 The stages involved in planning human resource requirements
8 2.3 Compare the recruitment and selection process in two organizations
10 2.4 The effectiveness of the recruitment and selection techniques in two organizations
13 3.1 The link between motivational theory and reward
3.2 The process of job evaluation and other factors determining pay
15 3.3 The effectiveness of reward systems in different contexts
16 3.4 The methods organizations use to monitor employee performance
17 4.1 The reasons for cessation of employment with an organization
17 4.2 The employment exit procedures used by two organizations
19 4.3 The impact of the legal and regulatory framework on employment cessation arrangements 20 Conclusion
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. HRM can also be performed by line managers.
HRM 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.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
1.1 Distinguish between personnel management and human resource management: There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management.
Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organization.
On the other hand, Human Resource Management could be described in two ways: Strategic and Proactive. The reasons behind those there strategies are ongoing and they constantly work towards managing and developing an organizations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.
When a difference between personnel management and human resources is recognized, human resources are described as much broader in scope than personnel management. Human...
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