First of all the easiest way to convince them is by clearly linking the issues of performance metrics. Management speaks the language of profit and loss, HR should get their attentions by speaking the same language through policy making that supports growth as well as maintaining fairness and justice for the employees. For an organization to be successful they should combine the experiences of both line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential (Snell 30).
Another great way to convince them is for HR to have adequate knowledge I finance, accounting and economics in order to provide relevant strategic advice and counsel. The HR manager serves as an in-house consultant …show more content…
Human resource management is defined as a strategic and coherent approach for the organization’s most valued assets behind on the workers, there is no upon description of it. Personnel department is mostly to manage the paperwork around hiring and paying people. Most 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 (McNamara, 1998). Within the global business, HRM is increasingly considered a contemporary development to reshape employment relationships as a tool that may have effectively replaced other management traditions like Personnel Management (PM) and Industrial Relations (IR) (Marchington & Wilkinson, 2002). In other words HRM and personnel are one and the same the only difference has had to do with the responsibilities. At the outset it is important to clarify the distinction between personnel management and human resource management (HRM). The origins of the traditional concept of personnel management can be traced to the post World War One 'welfare tradition ' of concern for the basic needs of employees. The developing and mature phases of personnel management from the 1940s to the 1970s …show more content…
Personnel portion of management mainly is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity, etc. A number of sources in HRM literature support the change and development of Human Resources perspectives from personnel management to HRM with the claim that, the human resources are companies’ most important assets, and effective management of these resources will contribute to the sustainable competitive advantage of
Another great way to convince them is for HR to have adequate knowledge I finance, accounting and economics in order to provide relevant strategic advice and counsel. The HR manager serves as an in-house consultant …show more content…
Human resource management is defined as a strategic and coherent approach for the organization’s most valued assets behind on the workers, there is no upon description of it. Personnel department is mostly to manage the paperwork around hiring and paying people. Most 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 (McNamara, 1998). Within the global business, HRM is increasingly considered a contemporary development to reshape employment relationships as a tool that may have effectively replaced other management traditions like Personnel Management (PM) and Industrial Relations (IR) (Marchington & Wilkinson, 2002). In other words HRM and personnel are one and the same the only difference has had to do with the responsibilities. At the outset it is important to clarify the distinction between personnel management and human resource management (HRM). The origins of the traditional concept of personnel management can be traced to the post World War One 'welfare tradition ' of concern for the basic needs of employees. The developing and mature phases of personnel management from the 1940s to the 1970s …show more content…
Personnel portion of management mainly is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity, etc. A number of sources in HRM literature support the change and development of Human Resources perspectives from personnel management to HRM with the claim that, the human resources are companies’ most important assets, and effective management of these resources will contribute to the sustainable competitive advantage of