For many decades such responsibilities as selection, training, and compensation were considered basic functions of the area historically referred to as personnel management. These functions were performed without much regard for how they related to each other. From this narrow view we have seen the emergence of what is now known as human resources management.
Personnel management
basic functions of selection, training,
compensation, etc., in the management of
an organization’s personnel
Human resources management (HRM), as it is currently perceived, represents the extension rather than the rejection of the traditional requirements for managing personnel effectively. An understanding of human behavior and skill in applying that understanding are still required. Also required are knowledge and understanding of the various personnel functions performed in managing human resources, as well as the ability to perform those functions in accordance with organizational objectives. An awareness of existing economic, social, and legal constraints upon the performance of these functions is also essential.
Human resources management (HRM)
extension of the traditional requirements of
personnel management, which recognizes the
dynamic interaction of personnel functions
with each other and with the strategic
and planning objectives of the
organization.
HRM, as it is practiced today, recognizes the dynamic interaction of personnel functions with each other and with the objectives of the organization. Most important, it recognizes that HR planning must be coordinated closely with the organization’s strategic and related planning functions. As a result,efforts in HRM are being directed toward providing more support for the achievement of the organization’s goals, whether it be a profit, not for profit, or governmental organization.
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