Talk 1
1.1 Identify Personnel or Human Resource Management
Although personnel management and human resource management are focus on people, there are still some different between them.
First, personnel management is a traditional approach, focus on the thing that happen between people; but human resource management is a modern approach, focus on how to manage people and thing also the manpower. Personnel administration, employee welfare and labor relation are related to personnel management, but acquisition, development, motivation and maintenance of human resource in the organization are related to human resource management. Furthermore, personnel management id undertaken for employee’s satisfaction, but human resource management is undertaken …show more content…
Furthermore, in personnel management, all design and division is depends on labor but in human resource management all this depends on team work.
Third, develop opportunities is a main factor of personnel management, training and develop opportunities also are main factor of human resource management. Moreover, decisions are made by the top management in personnel management but in human resource management, decisions are made by employees.
Fourth, in personnel management, it only focus on people how to do or what to do, but in human resource management, the manager may put the right people in right position, let them can do the right thing, make the thing to be done the best, increase the profit.
Finally, Personnel management is concerned with personnel management and it is a daily, regular, routine function. Human resource management is concerned all level of managers and it is a strategic function.
1.2 Human resource management related of line managers
A company needs to make the highest profit, there are 3 steps to do. First is recruit employee then keep employees to work in a company, finally, increase …show more content…
With the change of society, line manager may decide different strategy, for example: seasonal sales, seasonal meal, birthday discount.
Salary and welfare
According to different people to give them different salary. Some employees know some different skill, if the employees know more skill then the company may give them higher salary. Measure the employee operation monthly to modify employee’s salary. That can increase employee morale, push the employee work more effective and keep the employee continue to work in your company.
Mediation
Line manager may deal with the problem such as operating costs, restructuring , team effectiveness , quality and multiple functions and so on. Let employee negotiate in different issue and help them to solve the problems that may let them continue to work in the company.
1.3 Human resource management related legislation
Human resource management related legislation to protect the labor and the manager. There are two main human resource management policies, one is “Equal Employment Opportunity Commission” another one is “Sexual
1.1 Identify Personnel or Human Resource Management
Although personnel management and human resource management are focus on people, there are still some different between them.
First, personnel management is a traditional approach, focus on the thing that happen between people; but human resource management is a modern approach, focus on how to manage people and thing also the manpower. Personnel administration, employee welfare and labor relation are related to personnel management, but acquisition, development, motivation and maintenance of human resource in the organization are related to human resource management. Furthermore, personnel management id undertaken for employee’s satisfaction, but human resource management is undertaken …show more content…
Furthermore, in personnel management, all design and division is depends on labor but in human resource management all this depends on team work.
Third, develop opportunities is a main factor of personnel management, training and develop opportunities also are main factor of human resource management. Moreover, decisions are made by the top management in personnel management but in human resource management, decisions are made by employees.
Fourth, in personnel management, it only focus on people how to do or what to do, but in human resource management, the manager may put the right people in right position, let them can do the right thing, make the thing to be done the best, increase the profit.
Finally, Personnel management is concerned with personnel management and it is a daily, regular, routine function. Human resource management is concerned all level of managers and it is a strategic function.
1.2 Human resource management related of line managers
A company needs to make the highest profit, there are 3 steps to do. First is recruit employee then keep employees to work in a company, finally, increase …show more content…
With the change of society, line manager may decide different strategy, for example: seasonal sales, seasonal meal, birthday discount.
Salary and welfare
According to different people to give them different salary. Some employees know some different skill, if the employees know more skill then the company may give them higher salary. Measure the employee operation monthly to modify employee’s salary. That can increase employee morale, push the employee work more effective and keep the employee continue to work in your company.
Mediation
Line manager may deal with the problem such as operating costs, restructuring , team effectiveness , quality and multiple functions and so on. Let employee negotiate in different issue and help them to solve the problems that may let them continue to work in the company.
1.3 Human resource management related legislation
Human resource management related legislation to protect the labor and the manager. There are two main human resource management policies, one is “Equal Employment Opportunity Commission” another one is “Sexual