human resource evolution and differences with Personnel management

7/27/2019 human resource evolution and differences with Personnel management

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KARACHI UNIVERSITY

BUSINESS SCHOOL

ASSIGNMENT # 02

NAME : AHSAN KHAN

F. NAME : SOHAIL AKHTAR

ROLL NO : 02CLASS : MBA (BANKING)

SEMESTER : 2ND

SUBJECT : HUMAN RESOURCE

MANAGEMENT

TEACHER : DR.FARAZ WAJIDI



Q1- Describe the efficient and effective role of human resource manager?

Effective and Efficient Role of Human Resource Manager:

For any organization it is necessary that every person who is working in that organization

should work effectively and efficiently, give their maximum potential to their organization but for

this the control is necessary which is regulated by a person who has expertise to manage peopleworking with in organization. The human resource manager is the person in organization who keeps

all the responsibilities regarding to organize or facilitate the human capitals rendering work with in

organization. Human resource manager motivate employees to give their best in order to accomplish

organizational goals.

There are some of the roles of effective and efficient human resource manager.

Create or establish environment where the gap between top and middle/lower is minimum. Having ability to work in complex and complicated situations.

Committed to the task assigned by management.

Evaluate the performance of the employees time to time; establish different criteria for different work portfolios.

Keep and maintain historical data of employees.

Take interest in personal affairs which influence on the working of ones working capabilities.

Arrange training programs for the skilled workers and introduce them to new workingtechniques and technologies.

Continuously monitor and review the policies within the organization if they contradict inany aspect where it is difficult to meet organization goal inform to top management and take

any remedial measure on it. It is important to give preference the task which is on priority or essential for organization.

Takes quick and effective decisions by scaling all the ins and outs of his taken decision.

Works as mediator or negotiator between conflicts of employees to resolve conflict.

Well self assessment of employees and reward them for their performance.

The above are some of the vital role by following them any human resource manager canattain his objective to take his organization to the finest place. The efficiency of human resource

manager is the outcome or result in a least uses of resources in producing desire goals.





Q 3- Explain the evolution and emergence of human resource management?

The Evolution and Emergence of Human Resource Management

After 1980s the locus of the point of convergence of Personnel administration is moved. A large

portion of the faculty administration masters substituted the expression "Personnel Management" by"Human Resource Management" It is felt that Personnel Management is, no doubt coordinated

predominantly at organization representatives and is not being totally investigated with managerial

necessities.

Work force director have from the beginning been intervening amidst the administration and the

representatives imparting the necessities of each to the next.

Human Resources Management, by complexity, is guided mostly towards managerial needs for

individual’s assets in associations, with more terrific stress being set on arranging, screening andcontrol as opposed to on issue unraveling and intercession.

While accepted Personnel largamente is dedicated to the thought that representatives' requirements

ought to be cared for, since workers are successful just when their necessities are fulfilled, Human

Resources Management reflects an alternate set of convictions. These are that conveying of humanassets in right numbers with the right abilities at the right cost is more vital than a disparaging

inclusion with individuals' particular issues.

HRM (Human Resources Management) is altogether not the same as Personnel Management. HRMis proactive as opposed to reactive, is framework wide as opposed to piecemeal, treats work as social

capital instead of as a variable expense, is objective situated instead of relationship-arranged and is

eventually dependent upon duty as opposed to consistence.

Torrington has contended that Personnel Management has developed through various extraattentions to process an ever-wealthier synthesis of adroitness. While Personnel Management is

supply-driven, HRM is interest driven.

Staff Management is coordinated chiefly at the workers of the association finding and preparingthem, masterminding their pay and contracts of job, clarifying what is normal of them, advocating,

what the administration is doing and attempting to adjust any administration activity that could

transform an unwelcome reaction from the representatives.

Interestingly, the human asset supervisor begins not from the association's representatives, however from the association's need for human assets; from the start, unrest appears to be occurring in

Personnel Management everywhere throughout the planet. Not just are there major changes in

practice which go far past the decision of either procedure, there is additionally said to be a standard

change happening in the reasoning on Personnel Management which indicates another hypotheticaladvancement. The new ideal model appears equipped for both portraying and clarifying the

progressions in practice and of furnishing the reason for lifting Personnel Management or to utilize

the more up to date term, HRM to vital criticality in the running of associations.

Fundamentally, it sees administration, confronted with steadily expanding rivalry in the connection

of the globalization of the economy, constrained to re-examine the wellsprings of focused point of

interest and to settle on key decisions about future.



Q 4- Differentiate between personnel management and human resource management? (In your own

words)

Differentiate between Personnel management and human resource

management:

Personnel Management Human Resource Management

Ad-hoc and reactive in nature; a short-term

perspective rather than strategic

A deliberately long-term, strategic view of human

resources

A speed of decision is slow due to holding

authority in an individual hand

A speed of decision is relatively fast because of

delegation of authority

A selection or recruitment is separate task which

is in the hold of some managers only

A selection or recruitment is key task, that’s why

this process is designed by specialized persons

The remuneration criteria is by job evaluation or

by position

The remuneration criteria is performance related

or performance oriented

The organizational structure is HierarchicalThe organizational structure is flexible with core

of key employees surrounded by peripheral shells

Personnel management focus on minimizing cost

of human resources

Human resource management not even control of

HR costs, but also maximize utilization of humanresources over the long term

Training and development is Limited and usually

restricted to training non-managerial employees

Training and development is considered ascontinuous process for every one the

organizational culture is learning oriented

The job design is individual and for every task

there is division of labor

The job design is collective in nature and team

work is appreciated

The level of reporting is low levelThe level of reporting is very high almost in all

the directions

Mostly personnel management operates is

government or public sector organizations and

local companies

Human resource management is exercised and practices in multinational companies

The working hours in personnel management is

full time

The working hours in human resource

management is flexible time

In these organizations the record is manuallyupdated or recorded

In these organizations the human resourcedatabase is maintained through HRIS

Documents

human resource evolution and differences with Personnel management