Questions- This Assessment covers following questions:
- Evaluate the development of the persona management and change which leads to effective human resource management.
- Analyse and discuss the stages that involves in planning human resource requirements.
- Explain the employment exit procedures which is used by the organisation.
Elaborate the impact of legal and regulatory framework on employment cessation arrangements.
The term Human Resource is used to describe both the people who work for an organization and the department that are responsible for managing the resource related to the employees. The term was introduced in the year 1960 when the value for employees began to gain attention. It is the function of the organization to enhance the performance of the employees and make them ready so that they can achieve organizational goals. This assignment contains the functions that HRM plays in connecting different departments of the organization. The differences between human resource management have been analyzed. Also, the emphasis has been given to the roles and responsibilities of the line managers in effectively implementing the HRM in an organization. The different process and selection method of the two organization and their effectiveness is also considered while making this report. The process of job evaluation, reward system, motivational impacts of HRM, and its different practices are also analyzed. Lastly, the case study of Faisal and the exit procedure in the organization are analyzed accordingly.
1.1 Differentiate between personal management and human resource management
Human resource management can be describes as a distinctive way of management which seeks to achieve the competitive advantage through the strategies formulated and by motivating the employee's (Armstrong, and Taylor, 2014). Personal management and HRM are based on the same Objective. The aim of both the system is to manage the human resource of the organisation. As they have similar purpose, the measures and the objectives of both the term are different. The term HRM is derived from the term Personal management. The difference between Personal management and human resource management are defined below:
Human resource management
The main aim of personal management is to focus on administration, employee welfare and building relation among labour.
HRM focuses on the development and maintenance of human resource in the organisation.
Personal management takes workforce or the employee's of the organisation as the input to produce the desired output as specified.
HRM assume that employee's are the main key to success of any organisation therefore value them ac