Prepared By Sheik Shami Ullah Chowdhury Id 2012121015, HND Business Intake 1, 2012

Course Name Human Resources Management Course Instructor Sabreen Siraz

Role of the Speaker HR Manager of North American Training Services Inc Topics of Training Distinction between Personal Management & Human Resource Management Function of the Human Resource Management

Time limit 5 minutes

Good morning everyone; thank you all for being present here with me on this lovely day. My name is Sheik Shami Ullah Chowdhury & today I am going to talk to you about the major distinctions between personal management in relation to human resource management; also I will evaluate the functions of the human resource management in an organization.

PM vs HRM Many students of management often hear the term Human Resource Management and wonder about the difference between HRM and the traditional term Personnel Management. In earlier times, the Personnel Manager of a factory or firm was the person in charge of ensuring employee welfare and mediating between the management and the employees. In recent times, the term has been replaced with HR manager. Traditionally the term personnel management used to refer to the set of activities concerning the management of workforce which included staffing, payroll, contractual obligations and other administrative tasks; these activities does not concern any resources implication.

On the other hand, Modern HRM function is primarily concerned with ensuring the fulfillment of management objectives and at the same time ensuring that the needs of the resources are being taken care of; by concentrating on planning, monitoring and controlling. These take HRM beyond the administrative tasks of personnel management and incorporate a broad vision of how management would like the resources to contribute to the success of the organization.

In short, HRM concentrates on the planning, monitoring and control aspects of resources whereas Personnel Management was largely about mediating between the management and employees. We may also view Personnel Management as being workforce centered whereas HRM is resource centered. HRM is strategic and proactive. It continuously works towards managing and developing organizations human resources. While personnel management can be described as reactive because they respond to demand and concerns as they are presented.

Some might point to the fact that whatever term we use, it is finally about managing people. But we must keep in mind that the way in which people are managed says a lot about the approach that the firm is taking. For instance, traditional manufacturing units had personnel managers whereas the services firms have HR managers. Lastly, it may become tempting to view Personnel Management as old-fashioned and HRM as modern, however we have to recognize the fact that each serves or served the separate purpose for which they were instituted.

Function/Role of HR management 1. Guidance role offering specialist recommendations and policy frameworks. 2. Advisory role offering specialist information and perspectives to line managers and individual employees on employment matters. 3. Service role providing services to a range of internal customers. 4. Control/auditing role analyzing personal indices, monitoring performance, carrying out benchmarking or a local government review. 5. Planning/organizing role human resources forecasting and planning, developing flexible working methods and so on. More strategic and proactive role of HRM, HR: 6. Strategist helping to fulfill the business objectives of the organization through strategic management of human resource and influencing business planning. 7. Business partners sharing responsibility with senior management for the success of the enterprise through the identification and exploitation of opportunities. 8. Internal management consultants analyzing business process and systems, diagnosing and exploring problems, recommending solutions or implementing solution and delivering services.