Personnel and Human Resource
Management
Organizations are established to achieve
specific objectives. Many of them compete
with one another in the attempt to reach their
goals. When they are not in competition, they
try their best to survive. Success comes as a
result of effective and efficient use of
resources. Most often, however, the outcome is
attributed to the performance of the
organization’s human resources. This happens
even in the presence of various constraints like
those concerning equipment, materials, and
money.
Management is the process of working with and
through people in the achievement of
organizational objectives. Human resource
management is part of this larger discipline
and so it must be viewed in the context of the
basic management functions. This means that
in the attempt to pursue the practice of
human resource management, management
functions of planning, organizing, and
controlling must be considered.
 HRM
is that management function concerned
with making sure that the human component
of the organization is able to achieve the
goals assigned to it.
 HRM is distinguished from other management
functions of marketing, finance, and
production. It is different from marketing
which is concerned with the generation of
sufficient volumes of sales to keep the
company as a viable concern.
 Staffing
(strategic human resource planning,
recruitment and selection)
 Training and development,
 Motivation
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Motivation and job design
Performance and evaluation
Rewards and compensation
Employee benefits
 Maintenance
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Safety
Health
Communication programs
Economic forces
 Government legislation
 Advances in technology
 Labor unions
 Management thought

Henri Fayol in 1961-managerial functions and
fourteen management principles.
 Frederick Taylor espoused “scientific management”
(refers to the devt of performance standards on the
basis of systematic observation and experimentation
 Thomas Hawthorne in 1924 – made to find answers to
what affects productivity

 Personnel

management
Recruitment, training, remuneration, and
discipline
 HRM
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Personnel management activities
A view that regards
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People as the major organizational asset, and
Workers as instinctively willing and able to be
developed
Integration of the personnel management
function into the strategic management of the
organization.
 The
HRM department is the unit assigned to
implement the organization’s HRM policies.
Its size and structure depend on several
factors such as:

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Available resources
Number of company employees
Philosophy management
 In
a small organization
 In a growing organization
 In a large organization
 The
objectives of any organization may be
achieved depending on the motivation and
ability of its individual members. Providing
the organization with the right members is
the responsibility of human resource
management.
 HRM is a function that has evolved from the
traditional personnel management concept,
and it is now a very important activity of any
organization .
 As
the basic management functions of
planning, organizing, leading, and controlling
are applied to management in general, so it
is equally applicable to HRM.
 HRM may be defined as that function
concerned with making sure that executives
and employees of the organization are able
to achieve the goals expected of them.
 The external environment affects HRM. This
consists of economic forces, government
legislation, technological advances, labor
unions, and management thought.