chapter 1 People management: personnel management and human resource management i n tro d u c t i o n Good managers are not only effective in their use of economic and technical resources‚ but when they manage people they remember that these particular resources are special‚ and are ultimately the most important assets. People are the only real source of continuing competitive advantage. Good managers also remember that these particular assets are human beings. le a r n i ng ou tco m e
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Introduction As long as there have been human endeavors‚ there have been people willing to take charge—people willing to plan‚ organize‚ staff‚ and control the work. One might say that nature abhors a vacuum and thus someone will always step forward to fill a leadership void. Probably the natural emergence of leadership grew out of our instinct for survival. In the hostile world of early humankind‚ food‚ shelter‚ and safety needs usually required cooperative efforts‚ and cooperative efforts required
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Personnel Management (PM) and Human Resources Management (HRM) is not new to most of the organization today. In fact‚ PM and HRM commonly confused by most of us. People like Armstrong‚ M even stated that HRM is similar with PM‚ just a change in the name or it is perceived as ‘old wine in a new bottle’. Let’s explore what are the similarities and differences between PM and HRM‚ in order to find out whether the statement quoted by Armstrong is true or agreeable. Besides‚ we are going to look into
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Personnel Management Research in Agribusiness Vera Bitsch Department of Agricultural‚ Food‚ and Resource Economics Michigan State University‚ 306 Agriculture Hall‚ East Lansing‚ Michigan‚ 48824 Tel: +517-353-9192‚ Fax: +517-432-1800‚ bitsch@msu.edu Paper presented at the 19th Annual World Forum and Symposium of the International Food and Agribusiness Management Association‚ Budapest‚ Hungary‚ June 20-23‚ 2009 Acknowledgements This study was supported by the USDA Cooperative State Research
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1.1 Personnel Management is an administrative function of an organisation that exist to provide the personnel needed for an organisation‚ According to “Education-Portal” personnel management also manage the general Employee-Employer Relationship. HRM is to ensure that the organisation has the human capital it needs to accomplish its goal. “Education-portal” also states that it involves the management of people in an organisation as well as the organisation itself. The differences between the Personnel
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Personnel management refers to a set of functions or activities including recruitment‚ training‚ pay and industrial relations performed effectively but often in isolation from each other or with overall organisation objectives. In 1991‚ Hilmer noted that the Australian tradition of many sub-specialities or functions (industrial relations‚ compensation‚ training and pay) was out of date. The early 1990s was an are of great speculation on the future of the functions in managing people. The concept
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Managerial Skills: Strategies for Helping Managers In Organizations Personnel Management and Organizational Behavior Dr. Tassos Petrou February 20‚ 2007 Managerial Skills: Strategies for Helping Managers In Organizations Understanding Organizational Behavior (OB) presents countless challenges for managers in today’s changing society. Confronting these challenges accurately will assist managers in developing suitable environments for employees to execute occupational functions
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secretary the two former domestic helpers. They arrived at the company compound in a police car‚ and the secretary told Mr. Ruiz that the two maids were compromise recommendees of the mayor. What would you do if you were Mr. Ruiz? If you were the personnel manager‚ what would you do if the general manager referred the maids to you? The above case calls for a compromising situation on the part of Mr. Ruiz being the general manager as against to the recommendation of the town mayor of Sta. Catalina
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INTEGRATION | Personnel & Human Resource Management | | EMPLOYEES MORALE AND MOTIVATION MORALE * It is a state of mind and emotions affecting the attitude and willingness to work‚ which in turn‚ affects individual and organizational objective (Theo Haimann) * It is expressed in self-confidence‚ enthusiasm‚ cheerfulness‚ discipline‚ and willingness to perform assigned tasks and/or loyalty to a cause or organization. * It flows from the people’s conviction about the
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contexts. Journal of Business Ethics‚ Vol 62‚ 397-405. Anonymous‚ (2007). Strategic planning in the payroll department. IOWA’s Payroll Manager’s Report‚ Vol 7‚ 15. Owen‚ C.‚ (2005). Building your people for profit of your business. Human Resource Management International Digest‚ Vol 13‚ 3-4. Cottringer‚ W.‚ (2005). Setting the standards. SuperVision‚ Vol 66‚ 6-7. Appelbaum‚ S.H.‚ Shapiro‚ B.T. (2006). How attitudes shape our future. Journal of America Academy of Business‚ Cambridge‚ Vol 9‚ 14-20. Yelyutina
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