Human Resource Management

INTRODUCTION
Human Resource Management is a process that is an
effective and efficient usage of human capital for
accomplishment of set objectives of the organization.
Its prime objective is to assure that there is timely
availability of right men for the right job so that the set
targets are efficiently achieved. The HRM scope is
wide and includes in ambit all those activities that
initiate from manpower planning and ends when
employees exit the organization. This study covers
difference between personal management and human
resource management

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Differences between Personnel management
and Human resource management

Marriott International Inc. strives to provide its employees a good

working conditions. The HR practices of Marriott have provided a
friendly environment to its employees so that they can work
happily within the organization.
The personnel management is a traditional approach of managing
employee's in the organization while HRM is a modern method to
strengthen the employee's management in the organization.
The personnel management considers people as an input to fulfil
the desired output whereas HRM considers people as significant
resource in development and accomplishment of the desired
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 The HRM emphasis more on training and development
of employees as compared to personnel management.
The personnel management workings are more of
routine nature while HRM is a strategic function that
deeply focuses on development, acquisition,
motivation and withholding of useful human capital in
the organization

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 Functions of HRM
Human Resource Management plays a significant role in an
organization to bring in and direct individual and collective
efforts of employees towards the accomplishment of objective of
the organization. HRM balances between the organizational goals
and employees aspiration from the organization. It ensures
business properties by enhancing employees productivity through
training and development.
The first concern about HR managers is to recruit the correct
amount of workforce and check whether the workforce calibre
meets in the job requirements or not. Then it undertakes various
steps to keep such workforce satisfied and motivate them to
maximize their performance. HR managers are capable enough to
shore up the performances of employees.
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 Where there is any introduction of change in an organization the
HR acts in to hire new people or train the existing ones to
perform the particular role needed to deal with such changes. HR
managers here are required to possess the leadership traits in
them to aware employees about the incoming of changes and
assist them adjusting to it.
The HR also incumbent a responsibility to facilitate smooth
functioning of the organization by ensuring all legal laws and
regulations are duly complied.

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 Roles and responsibilities of line
manager
Following are the roles and responsibilities of a line manager:

Ensure employees continuous engagement towards the

organization objective and supervises its work.

The performance appraisal which are structured by HR

professionals are bought into implementation by line managers.
As the rating and feedback of employees is provided by the line
managers to the HR professionals.

The allocation of work and checking quality of work done by

employee's is undertaken by line managers.

The discipline in the workplace is ensured by line managers in

consistency with the policies and procedures framed by the HR
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 Impact of legal framework on
HRM
Following are the legal framework which has to be followed by
HRM:
The Equality Act 2010 that prohibits discrimination in any
manner and has included in it supplementary acts like the
Protection from Harassment Act 1997.
The Sex discrimination Act 1975 which outlaws all such
practices that are carried out to make discrimination based on
gender.
Disability discrimination Act 2005 (amended) that states it
an unlawful practice to carry out any sort discrimination on the
basis of individual's disability.
Employment RightTollAct
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dismiss all such acts that are
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unfair and entitle an employee to seek protection of its rights and
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 REFERENCES
Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace,
founding president of the Academy of Human Resource Development,
and author of Human Resource Development: The Field. Human
Resource Management International Digest. 20(7). pp.39 41.
Cunha, C. R. and et. al., 2003. Market Forces, Strategic Management,
Human Resource Management Practices and Organizational
Performance: A Model Based on a European Sample. Management
Research: The Journal of the Iberoamerican Academy of Management.
1(1). pp.79 91.
Ichniowsk, C. and Shaw, K., 2000. The Effects of Human Resource
Management Systems on Economic Performance: An Interanational
Comparisons of U.S and Japanese Plants. Management Science. 45(5).
pp. 704 721.
Inkson, K., 2008. Are humans resources?. Career Development
International. 13(3). Toll FreeNo:+1
pp.270 279. 213-929-5632
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