Personnel Management vs Human Resource Management

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10 Questions

What is the first step in a multistage disciplinary action according to the text?

Oral reminders of the violated rule

What is the primary purpose of a grievance according to the text?

To address issues with wages, hours, or working conditions

Which of the following is not considered an employee's right according to the text?

Right to a safe and healthy work environment

What is the primary focus of ethics in human resource management according to the text?

Protecting the fundamental rights of employees

Which of the following actions would violate an employee's right of freedom of conscience?

Asking an employee to perform a task that is unsafe or environmentally damaging

Which of the following is a key principle of ethical behavior in the workplace according to the text?

Behavior that is consistent with fundamental principles of right and wrong

What is the main purpose of the right of freedom of speech for employees according to the text?

To allow employees to criticize their employer's policies and practices

Which of the following is NOT a type of disciplinary action mentioned in the text?


What is the primary purpose of employee discipline?

To improve employee productivity and performance

What is the primary ethical principle that HR managers must uphold when it comes to employee privacy according to the text?

Protecting employees' personal records and information

Study Notes

Traditional Personnel Management vs. Human Resource Management

  • Personnel management focused on administrative tasks such as staffing, payroll, and contractual obligations.
  • Human Resource Management (HRM) goes beyond administrative tasks and encompasses a broad vision of how management would like the workforce to contribute to the organization's success.

Key Responsibilities of HRM

  • Effective management and utilization of people
  • Appraising performance and compensation based on competencies
  • Developing competencies that enhance individual and organizational performance
  • Increasing innovation and creativity
  • Applying new approaches to work process design, succession planning, career development, and inter-organizational mobility

HRM Functions

  • Conducting job analysis to determine the nature of each employee's job
  • Planning labor needs and recruiting job candidates
  • Selecting job candidates
  • Orienting and training new employees
  • Managing wages and salaries
  • Providing incentives and benefits
  • Appraising performance
  • Communicating with employees (interviewing, counseling, discipline)
  • Training and development
  • Building employee commitment and loyalty
  • Ensuring equal opportunity and affirmative action
  • Maintaining employee health and safety
  • Handling grievances and labor relations

HR Planning

  • Ensuring the right number and kinds of people in the right places at the right time
  • Succession planning
  • Staffing: filling open positions through job analysis, personnel planning, recruiting, interviewing, testing, and selection, and training and development

Job Analysis

  • Gathering information to determine the elements of each job
  • Identifying tasks, duties, and responsibilities of a particular job
  • Producing a job specification

Job Specification

  • Human qualifications required to accomplish a job
  • Traits, skills, and experiences needed for a job

Training and Development

  • Educational process that delivers knowledge and skills for job performance
  • Producing knowledgeable, motivated, and efficient employees
  • Development: broader scope of improvement and growth abilities of the employee

Orienting Employees

  • Formally introducing new employees to their jobs, the organization, and socializing them with performance expectations
  • Objectives: reducing anxiety, familiarizing with the job and organization, and facilitating the outsider-insider transition
  • Orientation program: providing information to help new employees fit smoothly into the organization

Compensation and Benefits

  • Compensation administration: determining a cost-effective pay structure
  • Factors influencing pay levels: job kind, business environment, geographic location, employee performance, and seniority
  • Compensation forms: wages (hourly rate, salary, bonus, tips, commission) and benefits (social security, paid time off, life and disability insurance, retirement programs, health insurance)
  • Non-financial rewards designed to enrich employees' lives

Discipline and Grievances

  • Discipline: a multistage disciplinary action according to labor law and/or internal policy
  • Grievance: a complaint lodged by an employee against an employer, usually regarding wages, hours, or working conditions

Ethics in Human Resource Management

  • Ethics refers to fundamental principles of right and wrong
  • Ethical behavior is consistent with those principles
  • Employees' rights: right of privacy, right of freedom of conscience, and right of freedom of speech

Learn about the differences between Personnel Management and Human Resource Management, and how HRM goes beyond traditional administrative tasks to focus on effective management and utilization of people.

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