An analysis of the value of the human resources management (HRM) to organizations, compared to the traditional human resource (HR) rules and regulations.
Written in 2008; 1,182 words; 6 sources; APA; $ 40.95
Paper Summary:
This paper discusses the worth and value of human resources management (HRM) to organizations. It discusses the point of its relative value in contrast to the traditional view and role of personnel management which has proven completely inadequate in the global environment. The paper specifically looks at the clear distinction between the set of human resource (HR) rules and regulations implemented and adhered to within the personnel management paradigm and the set of integrated HR solutions implemented under an HRM paradigm.
Table of Contents:
Abstract
Overview
HRM & the Contemporary Organization
The HRM Body of Knowledge
Conclusion
From the Paper:
"There is a clear distinction between the set of HR rules and regulations implemented and adhered to within the personnel management paradigm and the set of integrated HR solutions implemented under an HRM paradigm. The underlying difference in overall characterization between personnel management and HRM is that the former implies a set of rules that state what cannot be done, while the latter implies a set of policies that define what can be done. Personnel management is implementation of behavior constraints while HRM empowers individuals to act proactively within the organization."
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