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Adaptation of a Human Resource Management - Assignment Example

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This paper “Adaptation of a Human Resource Management” will discuss whether organizations need to adopt a human resource management approach in replacing traditional personnel management that is deemed to be outdated. In recent years, organizations have witnessed increasing challenges…
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Adaptation of a Human Resource Management
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Download file to see previous pages The main difference between personnel management and human resource management is that the former is the traditional approach, while the latter is a modern approach towards management of people in an organization (Koster, 2007, p. 10). As a traditional approach, personnel management is largely aimed at non-managers and views organizational leadership and culture as issues that are concerned with the development of the organization. As a modern approach, human resource management is concerned with highlighting the responsibility for organizational culture and leadership issues management. Specifically, personnel management is majorly administrative record-keeping function that seeks to create and maintain employment conditions and terms that are equitable (Legge, 2004, p. 55). On the other hand, the human resource management aims at integrating the functions of traditional personnel management to corporate strategies and goals, as well as performing additional people-centered organizational developmental activities. Basically, it can be seen that the significant differences between these two approaches are in terms of application, approach, and scope (Tripathi, 2002, p. 33).
As has been mentioned, personnel management is the traditional approach, while human resource management is the modern approach. In other words, personnel management preceded human resource management (Storey, 2007, p. 97). The origins of personnel management can be traced to the welfare tradition in the post World War One period where more focus was put on meeting the basic needs of the employees. As the dynamics in relations between management and trade unions changed, the responsibilities of personnel management grew beyond welfare to include areas such as effective personnel and industrial relations administration. Personnel management approach put more emphasis on the formulating and monitoring procedures and rules conformance (Torrington et al, 2002, p. 29). Over the last three decades, there were changes in the business environment where brought about by increasing competition and developments in technology. As a result, customers began to have widened choices which prompted companies to keep innovating and providing the kind of customer value that can beat the competition.
The shift in the business dynamics prompted the companies to realize that people and their knowledge was the key source of competitive advantage. This realization was informed by the fact that other resources that relate to finances, technology, types of equipment, and materials had proved to be short-lived if the human capital is not capable of deploying and utilizing these resources efficiently and effectively. ...Download file to see next pagesRead More
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