Analyse how legal and regulatory framework impact on HRM

Program: Diploma in Business

Unit Name: Unit 18 Difference between Personnel Management and HRM

Level: Level 5

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Task 1
Question 1 Differentiate between personnel management and Human resource management giving examples in two suitable organisations.
Question 2 Assess how human resource management functions help your chosen organisation in achieving its purpose.
Question 3 Evaluate the roles and responsibilities of line managers in your organisation or familiar organisation and how it supports human resource management functions.
Question 4 Analyse how legal and regulatory framework impact on human resource management.

Task 2
Question 1 Analyse the reasons for human resource planning.
Question 2 Outline the stages involved in planning human resource requirements.
Question 3 Compare the current recruitment and selection process in the organization with another organization you recommending.
Question 4 Evaluate the effectiveness of the organization recruitment and selection techniques with another organization you recommending.

Task 3
Question 1 Assess the link between motivational theory and reward at Virgin Media or your chosen organisation. Your answer must show if you think there is a link, what connects the two.
Question 2 Evaluate the process of job evaluation and other factors determining pay at Virgin Media or your chosen organisation.
Question 3 Assess in different contexts (for e.g. attracting talent, retention, and motivation) how effective is the reward systems at Virgin Media or your chosen organisation.
Question 4 Examine the methods Virgin Media or your chosen organisation use to monitor employee performance.

Personnel management and human resource management (HRM) are two closely related fields, but there are some key differences between them. Personnel management is a more traditional approach to managing employees, while HRM is a more modern approach that takes a more strategic view of the workforce.

The main difference between personnel management and HRM is the focus. Personnel management is focused on the day-to-day administrative tasks of managing employees, such as hiring, firing, and payroll. HRM, on the other hand, is focused on the strategic planning of the workforce, such as talent acquisition, employee development, and performance management.

Another key difference is the relationship with employees. Personnel management tends to have a more transactional relationship with employees, where the focus is on fulfilling the terms of the employment contract. HRM, on the other hand, tends to have a more relational relationship with employees, where the focus is on building trust and cooperation.

Finally, personnel management is typically more reactive, meaning that it responds to problems as they arise. HRM, on the other hand, is typically more proactive, meaning that it takes steps to prevent problems from occurring in the first place.

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