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Beijing International[pic 1] Studies University

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Beijing International[pic 1] Studies University

Assignment Cover Sheet

 

Student name:

Wang Zhe

Qualification Title:

BTEC Higher National Diploma in Business (Management)

Unit Title

Unit 21: Human Resource Management

Assignment Number

and Title

Assignment 1: A Study into the development of personnel management and human resource management (individual)

Learning Outcomes:

LO 1a

No. of Pages:

Assessor’s Name:

ZHOU Zhe

Internal Verifier’s Name:

YAN Hong

Assignment Issue Date:

21 February 2012

Draft due date:

09 March 2012

Assignment Due Date :

20 March 2012

Assignment Submission

Date:

Plagiarism disclaimer:

I understand that plagiarism is a serious offence and that I may receive a mark of zero if I have not identified and properly attributed sources which have been used, referred to, or have in any way influenced the preparation of this assignment, or if I have knowingly allowed others to plagiarise my work in this way.

I, ______________(Student Name) hereby certify that this assignment is my own work, based on my personal study and/or research, and that I have acknowledged all material and sources used in its preparation. I also certify that the assignment has not previously been submitted for assessment and that I have not copied in part or whole or otherwise plagiarised the work of anyone else, including other students.

Student Signature________________       Date_______________

Beijing International[pic 2] Studies University

             Assignment Feedback To Student              

Learning Outcomes

Assessment Criteria Covered

Investigate the traditional view of personnel management and the new approach of human resource management

(Unit 21, LO1)

  1. distinguish between ‘personnel management’ and ‘human resource management’ and discuss the historical development and changing context in which they operate

Learning Outcomes

Outcome

Evidence for the criteria

 Feedback

Assessor’s decision

Internal Verification

Investigate the traditional view of personnel management and the new approach of human resource management

(Unit 21, LO1)

distinguish between ‘personnel management’ and ‘human resource management’ and discuss the historical development and changing context in which they operate

a

Pass Grade/Referral Grade

IV

Merit Grades

M1

M2

M3

Distinction

Grades

D1

D2

D3

Assessor’s additional feedback and comments

Assessor Signature

Date

Internal Verifier Signature

Date

Student Signature

Date

CONTENTS                                          

Introduction…………………………………………………………

  1. Distinguish between ‘personnel management’ and ‘human resource management’
  1. Definitions of ‘personnel management’ and ‘human resource management
  2. Differences between PM and HRM
  1. Discuss the historical development and changing context in which they operate

Conclusion ………………………………………………………….

References …………………………………………………………..

Introduction

This report concerns about the development of personnel management and human resource management. This report is mainly about the comparison between personnel management and human resource management and the historical development, and I give examples to illustrate the benefits of development of human resource management .At last, have a conclusions and suggestion.

  1. Distinguish between ‘personnel management’ and ‘human resource management’
  1. Definitions of ‘personnel management’ and ‘human resource management

Personnel management is the human resources management development in the first phase, be about personnel planning, organization, command, coordination, information and control of a series of management work. Through the scientific method, correct in principle and reasonable management system, adjustment of people and people, people and things, people and organization relationships.(Baidu Baike)

Human Resource Management, refers to the use of modern scientific methods of people and things, is the combination of reasonable training, organization and deployment, make manpower, often remain in the best ratio, at the same time on the ideological, psychological and conduct proper induction, control and coordination, give full play to the subjective initiative, in order to achieve the objectives of the organization. (Baidu Baike)

  1. Differences between PM and HRM

There are many differences between these two kinds of management methods. It mainly reflects in the following aspects.

Personal management

Human resource management’

Time planning

Marginal, adhoc,

short-term, reactive

Integrated, strategic,

long-term, proactive

Psychology

Compliance

Commitment

Control

External controls

Self-control

Employment relationship

Pluralist (collective),low trust

Unitarist (individual), high trust

Preferred systems

Bureaucratic, centralized, formal defined roles

Organic, devolved, flexible roles

Roles

Specialist and professional

Largely integrated into line management

Evaluation criteria

Cost minimization

Maximum utilization

In the management of content:

Personnel management in business as the center, the main work is the management of files, personnel allocation, job title, salary adjustment and change. Human resource management is a center with the person, the person serves as a kind of important resource development, utilization and management, focus on the development of human potential, arouse the person's vitality, so that employees can actively work creatively.

In the management of the form:

Personnel management belongs to static management, for example, when an employee into a unit, after the personnel department the necessary training, arranged into a post, composed entirely of employee passively, natural development; human resource management belongs to the dynamic management, emphasizing the overall development. That is to say, not only for staff working arrangements, but also according to individual condition, good occupation career design, continuous training, ongoing position adjustment, give full play to the individual talent.

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