Hr Management vs Personnel Management

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Personnel Management & Human Resources Management
- The same wine, only different bottles –

Human Resources Management
Lecturer: Inga Wendelin

Students: Tamara Milojevic – mita031089 Ezequiel Serrano – seez070489 Vincent Wolters – wovi221287 HIM Hotel Institute Montreux Autumn 2010 3C

Word count: 2,660

Personnel Mgt. & Human Resources Mgt. - The same wine, only different bottles -

Table of Contents

A. OBJECTIVES......................................................................................................... 3   B. A HISTORICAL PERSPECTIVE......................................................................... 4   C. PERSONNEL MANAGEMENT.......................................................................... 5   D. HUMAN RESOURCES MANAGEMENT ......................................................... 6   E. IDENTIFYING STRENGTHS AND WEAKNESSES ........................................ 8   F. TOWARDS A SUITABLE APPROACH ............................................................. 9   G. CONCLUSION .................................................................................................... 11   H. REFERENCES ..................................................................................................... 12  

 

 
 
 
 
 
 
 
 
 

Tamara Milojevic, Ezequiel Serrano & Vincent Wolters

2
 

Personnel Mgt. & Human Resources Mgt. - The same wine, only different bottles -

 

A.
 

OBJECTIVES
 
“Good management is the art of making problems so interesting and their

solutions so constructive that everyone wants to get to work and deal with them.”   Paul Hawken
 

 

Personnel Management and Human Resources Management are two approaches that have evolved through history and that are sometimes used as synonyms. But, are we really talking about the same wine in different bottles? Are these two concepts interchangeable?   Throughout this essay we will try to compare and contrast them by analyzing their basic strategies in terms of leadership tactics, workforce perspective, motivators as well as main goals.   In order to understand why and how both of the approaches got to the point where they are now, we will also take into consideration their evolution stages.   Furthermore, we will describe the strengths and weaknesses that will enable a complete view of advantages and disadvantages of both systems.   Finally, this will lead to deciding whether the most suitable approach actually exists in today’s working environment as well as to an explanation why.

 

Tamara Milojevic, Ezequiel Serrano & Vincent Wolters

3
 

Personnel Mgt. & Human Resources Mgt. - The same wine, only different bottles -

 

B.

A HISTORICAL PERSPECTIVE
 

We believe that in order to argue in favor of one concept or the other, we should first understand where they both came from, in which context they developed and how they evolved. That is why we have looked at various sources and identified certain key points in history that helped these two approaches mature. It all started in the early 19th century, when society faced a significant transformation from what is now referred to as "manpower planning" to a more organized way of managing staff (BRATTON & GOLD, 1999). The medieval times were over and the industrial revolution created new jobs and therefore the need to attract and retain skilled personnel. In the beginning, these employees had to face long shifts in unhygienic work conditions for a minimum wage and no recognition from their employers. As a consequence, governments had to intervene in order to ensure the most important rights were respected. As a result, companies had to comply with those regulations and began establishing departments that took care of the welfare of employees by making sure laws were respected, wages were controlled and addressed, as well, other labor...
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