PERSONNEL MANAGEMENTPERSONNEL MANAGEMENT

HUMAN RESOURCE MANAGEMENTHUMAN RESOURCE MANAGEMENT

REASONSREASONSHISTORYHISTORYMODELSMODELS

DEFINITIONSDEFINITIONS

„„MAUT HALTEN UND WEITER DIENEN”MAUT HALTEN UND WEITER DIENEN”(„SHUT UP DO AS WAS TOLD.”)(„SHUT UP DO AS WAS TOLD.”)

The motto of the prussian armyThe motto of the prussian army‘‘s sergeant.s sergeant.

„„People become resources to be developed, rather People become resources to be developed, rather than human beings who are valued in themselves and than human beings who are valued in themselves and who are encouraged to choose and shape their own who are encouraged to choose and shape their own future.”future.”

Gareth MorganGareth Morgan

„„The assets make things possible The assets make things possible

The people make things happen.”The people make things happen.”

THE STAGES OF THE DEVELOPMENT OF THE STAGES OF THE DEVELOPMENT OF THE PERSONNEL POLICIESTHE PERSONNEL POLICIES

AGE OF SOCIAL REFORMERS (1800)AGE OF SOCIAL REFORMERS (1800) AGE OF WELFARE (1880-1920)AGE OF WELFARE (1880-1920) AGE OF PERSONNEL AGE OF PERSONNEL

ADMINISTRATION (1920-40)ADMINISTRATION (1920-40) AGE OF PERSONNEL MANAGEMENT AGE OF PERSONNEL MANAGEMENT

(1951-80)(1951-80) AGE OF HUMAN RESOURCE AGE OF HUMAN RESOURCE

MANAGEMENT (1980-1990)MANAGEMENT (1980-1990)

Definition:Definition:

The profession of personnel management The profession of personnel management has its principal aim the task of ensuring has its principal aim the task of ensuring the optimum use of human resources to the optimum use of human resources to the mutual benefit of the enterprise, each the mutual benefit of the enterprise, each person and the community at large.person and the community at large.

Personnel management is Personnel management is concerned with:concerned with:

obtaining, developing and motivating the obtaining, developing and motivating the human resources required by the human resources required by the organization to achive its objectives,organization to achive its objectives,

developing an organization structure and developing an organization structure and climate and evolving a management style climate and evolving a management style which will promote co-operation and which will promote co-operation and commitment thorughout the organization,commitment thorughout the organization,

Making the best use of the skills and Making the best use of the skills and capacities of all those employed in the capacities of all those employed in the organization,organization,

Ensuring that the organization meets its Ensuring that the organization meets its social and legal responsibilities towards its social and legal responsibilities towards its employees, with particulare regard to the employees, with particulare regard to the condition of employment and quality of condition of employment and quality of working life provided for them.working life provided for them.

The HRM policy goalsThe HRM policy goals

Strategic integrationStrategic integration is concerned with is concerned with fully integrating HRM into strategic fully integrating HRM into strategic planning, with developing coherent planning, with developing coherent policies throughout the organization.policies throughout the organization.

CommitmentCommitment is concerned with binding is concerned with binding employees to the organization and getting employees to the organization and getting them dedicate their efforts to high them dedicate their efforts to high performanceperformance

FlexibilityFlexibility is concerned with developing an is concerned with developing an organization structure which is adaptive organization structure which is adaptive and receptive to innovationand receptive to innovation

QualityQuality is concerned with obtaining and is concerned with obtaining and developing the high quality of staff developing the high quality of staff required to produce high quality goods and required to produce high quality goods and servicesservices

The human resource management The human resource management –– a new approacha new approach

Strategic approachStrategic approach The strategic approach to personnel links The strategic approach to personnel links

it firmly to the long-term strategies of the it firmly to the long-term strategies of the organization and ensures that personnel organization and ensures that personnel staff provide the quidance and expert staff provide the quidance and expert support needed to accomplish the support needed to accomplish the strategiesstrategies

System approachSystem approach

The system approach recognizes that The system approach recognizes that personnel management policies and personnel management policies and procedures have to take account of the procedures have to take account of the fact the organization is an open system in fact the organization is an open system in which social and technological processes which social and technological processes must be combined in oder to convert must be combined in oder to convert inputs into outputs within the inputs into outputs within the organizationorganization‘‘s external environment.s external environment.

Contingency approachContingency approach

The contingency approach to personnel The contingency approach to personnel management is function of the strategic management is function of the strategic and system approaches and based on and system approaches and based on continquency theory. It means that all continquency theory. It means that all personell policies and activities will be personell policies and activities will be dependent on the situation in which the dependent on the situation in which the organization operates.organization operates.

Social responsibility approachSocial responsibility approach

The social responsibility approach means The social responsibility approach means a social obligation, beyond that required a social obligation, beyond that required by the law and economics, for a firm to by the law and economics, for a firm to persue long-term goals that are good for persue long-term goals that are good for societysociety

Definiton:Definiton:

The HRM is a strategic approach to The HRM is a strategic approach to acquiring, developing, managing, acquiring, developing, managing, motivating and gaining the commitment of motivating and gaining the commitment of the organizationthe organization‘‘s key resource – the s key resource – the people who work in and for it.people who work in and for it.