HR and Personnel Management
Old Wine in a New Bottle or a Whole different Concept:
A lot has been said and written about the topic, but still there is something that pinches every HR person, when he/she hears this term. I just bought an Old book with title Personnel Management published in 1972, and in those days it was Personnel Management, going through the contents of the book brought my attention to the topic, and i tought i would write something on this. Michael Armstrong (A Respected Author on HR) calls it "Old Wine in a New Bottle" and is off the opinion that both are the same, Guest and Storey belong to another school of thought, they regard both as completely different concepts.
Searching through the Old book highlighted a few things, Personnel Management concepts were limited to basics, with no focus on strategy, role of employees in developing business strength and achivement of competitive advantage, almost no focus on employee development, knowledge management, Organisational development, Organisational Learning, Organisational Change and Workplace Culture. All these now form a major portion of the research and books written in HR. This does highlight an important phenomenon that Businesses and People have evolved, so the subject area. The changing nature of business, bombardment of information onto the customers, increased need for more skilled employees, all have contributed to this immense change that is being witnessed in HR.
The Focus of Personnel Management was more on Managing the employees, whereas with Human Resource, one thing that is contantly being witnessed is the shift in focus, increased attention on the strategic aspect of people, creating a more learned organisation, an organisation where focus is on research, and knowledge development and sharing. In a nutshell, it could be said that it is the change of terminologies, but HR has more concerned areas of interest that Personnel Management, the change/move/shift can be attributed to the change of times, shift in competition, increased globalisation or need for talented employees.
Source:Internet/HR blogs
From India, Karnal
3Old Wine in a New Bottle or a Whole different Concept:
A lot has been said and written about the topic, but still there is something that pinches every HR person, when he/she hears this term. I just bought an Old book with title Personnel Management published in 1972, and in those days it was Personnel Management, going through the contents of the book brought my attention to the topic, and i tought i would write something on this. Michael Armstrong (A Respected Author on HR) calls it "Old Wine in a New Bottle" and is off the opinion that both are the same, Guest and Storey belong to another school of thought, they regard both as completely different concepts.
Searching through the Old book highlighted a few things, Personnel Management concepts were limited to basics, with no focus on strategy, role of employees in developing business strength and achivement of competitive advantage, almost no focus on employee development, knowledge management, Organisational development, Organisational Learning, Organisational Change and Workplace Culture. All these now form a major portion of the research and books written in HR. This does highlight an important phenomenon that Businesses and People have evolved, so the subject area. The changing nature of business, bombardment of information onto the customers, increased need for more skilled employees, all have contributed to this immense change that is being witnessed in HR.
The Focus of Personnel Management was more on Managing the employees, whereas with Human Resource, one thing that is contantly being witnessed is the shift in focus, increased attention on the strategic aspect of people, creating a more learned organisation, an organisation where focus is on research, and knowledge development and sharing. In a nutshell, it could be said that it is the change of terminologies, but HR has more concerned areas of interest that Personnel Management, the change/move/shift can be attributed to the change of times, shift in competition, increased globalisation or need for talented employees.
Source:Internet/HR blogs
From India, Karnal
Personal Development
Last decade the most common word and the one most heard, emphasized, talked about, discussed and promoted is change. Leaders have used it for votes, Business have used it for motivation, commitment and organisational growth.
Change has always been present, sometimes we could see it, other times we just ignore it, it not possible that we do not witness it. Those who accept the fact that with changing times we have to bring in necessary transsformation in us, will have a chance to be successful, Chance because, it depends alot on how well we cope with change,
how timely are our efforts, how well we utilise the resources, how we we control our plans, we do we make the best of the environment and its gaps, the match we strike between our strengths, weaknesses and external opportunities and threats.
Change is not an exclusive phenomenon and shall not be dealt as one, it requires an understanding is phenomenons that compliment it, one that aid in making a successful change happen. The most important is focusing on developing oneself through change. It all known that change requires both the individuals and the organisation to grow. Its not complex and rocket science, it should start with the identification of the area in which the business and individual operates. Once area is found a stepping stone is created that set the direction to focus. Not everyone is innovative to find out ways afterwards one could read case studies, make observations. Here are a few steps that could help develop and deal with change.
1. Identify what change area is influencing you
2. Learn about the changes that are taking place in the area.
3. Assess how these changes are affecting you
4. What are the possible affects of those changes.
5. What you must change in youurself to deal with it, dont try to avert change as u will fail
6. Do read alot, and try implementing the alternatives to deal with change,
7. Keep on reflecting on your implementations, and ask yourself
* What went well
* What went wrong
* What could have been done differently
* How would it be done differently.
Written by:HR Nutshell in HR Management Blog.
From India, Karnal
Last decade the most common word and the one most heard, emphasized, talked about, discussed and promoted is change. Leaders have used it for votes, Business have used it for motivation, commitment and organisational growth.
Change has always been present, sometimes we could see it, other times we just ignore it, it not possible that we do not witness it. Those who accept the fact that with changing times we have to bring in necessary transsformation in us, will have a chance to be successful, Chance because, it depends alot on how well we cope with change,
how timely are our efforts, how well we utilise the resources, how we we control our plans, we do we make the best of the environment and its gaps, the match we strike between our strengths, weaknesses and external opportunities and threats.
Change is not an exclusive phenomenon and shall not be dealt as one, it requires an understanding is phenomenons that compliment it, one that aid in making a successful change happen. The most important is focusing on developing oneself through change. It all known that change requires both the individuals and the organisation to grow. Its not complex and rocket science, it should start with the identification of the area in which the business and individual operates. Once area is found a stepping stone is created that set the direction to focus. Not everyone is innovative to find out ways afterwards one could read case studies, make observations. Here are a few steps that could help develop and deal with change.
1. Identify what change area is influencing you
2. Learn about the changes that are taking place in the area.
3. Assess how these changes are affecting you
4. What are the possible affects of those changes.
5. What you must change in youurself to deal with it, dont try to avert change as u will fail
6. Do read alot, and try implementing the alternatives to deal with change,
7. Keep on reflecting on your implementations, and ask yourself
* What went well
* What went wrong
* What could have been done differently
* How would it be done differently.
Written by:HR Nutshell in HR Management Blog.
From India, Karnal
Dear sweetanuradha89,
Objective of this site is learning and knowledge sharing, we tend to move to humor section to refresh our mind.
By the way you are in 'Human Resource Management' Section right now.
Thanks for your comments.
From India, Karnal
Objective of this site is learning and knowledge sharing, we tend to move to humor section to refresh our mind.
By the way you are in 'Human Resource Management' Section right now.
Thanks for your comments.
From India, Karnal
How to Earn Respect
No one is inborn with the right to be respected, people often get into the illusion that they have to be respected, respect is always earned and should never be demanded, and only those who show respect can earn it, now the question is how to earn respect in an organisation,All this could very well serve as a catalyst in generating respect. It is not about how people view you while one is in front of them, respect is about good words at the back of people, remembering what good people did,
trying to get associated with others, feeling good while being in company of them, saying nice words about them to others. all these are the fruits of respect. Here are a few points that would help in creating respect in sight of others,
First of all show respect towards others, specially towrds your subordinate, and most importantly to the employees at the lowest level, it is this what they ask for, they would love to be looked at with smile, asked how they are doing, is everthing fine with them, or a shake of hands.
Second is to be polite, dont create panic, try to calm things down rather than creating havoc, this would show others that you have a sense of stability, your view of issues is different from others, you see opportunity in every problem, this would help in regaining employee trust, motivate them and gain their commitment to the goals.
Third would be to understand things for varied angles by putting yourself in other shoes, how would you feel if somebody would have dealt with you the same way you are dealing with others,
Fourth would be trying to make people learn from their mistakes and this would make them more conscious as they might not want to let you down next time.
Fifth is another important factor, which is not to stereotype, every one has something different to offer, try creating your value by valuing others, and in culturally and socially sensitive areas, try not to disrespect or ridicule other values, beliefs and norms.
Finally do listen what other has to offer, and do not force your opinion or do opposition for the sake of opposition, sometimes there is no harm in accepting mistakes or other peoples opinion.
Sourse: hrnutshell
From India, Karnal
No one is inborn with the right to be respected, people often get into the illusion that they have to be respected, respect is always earned and should never be demanded, and only those who show respect can earn it, now the question is how to earn respect in an organisation,All this could very well serve as a catalyst in generating respect. It is not about how people view you while one is in front of them, respect is about good words at the back of people, remembering what good people did,
trying to get associated with others, feeling good while being in company of them, saying nice words about them to others. all these are the fruits of respect. Here are a few points that would help in creating respect in sight of others,
First of all show respect towards others, specially towrds your subordinate, and most importantly to the employees at the lowest level, it is this what they ask for, they would love to be looked at with smile, asked how they are doing, is everthing fine with them, or a shake of hands.
Second is to be polite, dont create panic, try to calm things down rather than creating havoc, this would show others that you have a sense of stability, your view of issues is different from others, you see opportunity in every problem, this would help in regaining employee trust, motivate them and gain their commitment to the goals.
Third would be to understand things for varied angles by putting yourself in other shoes, how would you feel if somebody would have dealt with you the same way you are dealing with others,
Fourth would be trying to make people learn from their mistakes and this would make them more conscious as they might not want to let you down next time.
Fifth is another important factor, which is not to stereotype, every one has something different to offer, try creating your value by valuing others, and in culturally and socially sensitive areas, try not to disrespect or ridicule other values, beliefs and norms.
Finally do listen what other has to offer, and do not force your opinion or do opposition for the sake of opposition, sometimes there is no harm in accepting mistakes or other peoples opinion.
Sourse: hrnutshell
From India, Karnal
Skills of a Manager
Modern work environment is changing, with organization adopting different set of values, norms and practices, as the culture of the organization is witnessing a change, change is required by the people who work at every level of the business organization. Organization of the past were more centralized, with authority seldom delegated, but in todays dynamic, multi cultural, globalized business entities, power would only come if the top management and leaders start to delegate, give the people independence to make decisions, trust the decisions.
More at: <link no longer exists - removed>
From India, Karnal
Modern work environment is changing, with organization adopting different set of values, norms and practices, as the culture of the organization is witnessing a change, change is required by the people who work at every level of the business organization. Organization of the past were more centralized, with authority seldom delegated, but in todays dynamic, multi cultural, globalized business entities, power would only come if the top management and leaders start to delegate, give the people independence to make decisions, trust the decisions.
More at: <link no longer exists - removed>
From India, Karnal
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Human Resource Development [1].pdf
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