PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

Personnel Management and Human Resource Management

Table of Content

Introduction3

Disscussion4

Basic models of personnel management4

The transformation of personnel management in human resource management6

What makes human resource management from personnel management?8

Human Resource Management:12

growing pains, or organic defects?12

Conclusion15

References16

Personnel Management and Human Resource Management

Introduction

In the evolution of the theory and practice of foreign personnel management can be identified phase of adaptation as a new management technologies and specific approaches in personnel work. A true revolution in personnel work was triggered by the Second World War ideas of system approach to management. . Becoming a system management resulted in the emergence of a fundamentally new technology for human resource management - human resource management. This technology has been incorporated into the system of strategic management and HR function has become competent senior officers of corporations. Changed and the nature of personnel policy: she became more active and focused. (Wintermantel, 2007, 342)

Disscussion

Basic models of personnel management

There are three main models of personnel management: (Walters, 2007, 21)

1) HR Manager as the trustee of his employees, taking care of healthy working conditions and a favorable moral-psychological atmosphere in the company. This paternalistic model goes back to the social-reformist ideas of the late XIX - early XX centuries. and found its embodiment in the organic numerous variations of the doctrine of human relations.

2) the personnel manager as a specialist in labor agreements (contracts), including collective bargaining agreements. In large organizations, using the mass of low-skilled labor, it has dual roles: the implementation of administrative control over the observance by employees of the employment contract terms, Accounting Officers movements, regulation of labor relations in the process of negotiations with the unions. Performing these functions requires, as a rule, legal training, which provides HR manager fairly high status in the organization;

3) Personnel Manager as the architect of the human potential of the organization, playing a leading role in developing and implementing long-term strategy of the corporation. His mission - to provide organizational and professional human resource capacity of the coherent component of the corporation. He is a member of its senior management and is trained in this new field of knowledge management as the management of human resources.

The essential difference between the latest model from the previous two, traditional, explicit. However, for domestic staffing services, yet only are learning a technology personnel management, the difference between the traditional methods of personnel management and methodology of human resource management to a certain extent is speculative. Therefore, we turn to the analysis of international experience, to delineate the salient advantages and disadvantages of these two areas of personnel management. (Shoebridge, Ferguson, 2007, 34)

The transformation of personnel management in human resource management

This transformation of personnel management has found expression in the following key trends: (Finkelstein, Gonnerman 2009, 45)

• All the recent years in developed countries, there is a relative and absolute increase in the number of employees staffing services; • Improve the status of the profession: the leaders of personnel services in the majority of corporations have ...