Difference of HRM and Personnel Management (Essay Sample)

Human resource management
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Table of contents
TOC \o "1-3" \h \z \u Introduction3
TASK 13
Difference between HRM and personal management3
How HRM functions in Coca-Cola
Roles of line managers4
TASK 1
Introduction
The success of any company relies on the management of their human resource and personnel. The main point of difference between personnel management and HRM is that personnel management uses an approach, which is traditional to management while HRM uses an approach that is modern in managing people in an organization. Comparing the two in terms of their applications, nature and approaches, however reveal their clear differences (Afiouni, 2009). Coca-Cola company, one of the most successful and stable companies attribute its success to efficient HRM.
1 Difference of HRM and personnel management
Human resource management gives an integration of personnel management and how it was traditionally functioning to goals and strategies that are at corporate level, and takes actions on organizations that are people-centered and activities that can lead to development (Allen and Wright, 2006). In Coca-Cola, for example, the human resource department is concerned with all activities relating to activities that can lead to organizational development including motivation, leadership, communication of values that are shared, and development of culture in an organization. The department also shares some roles with the personnel department like staff recruitment, payroll administration and many others. With reference to Coca-Cola Company, human resource management is considered able to give greater thrust, which majorly deals with every employee within an organization on an individual basis. They also tend to give more focus on activities that are customer-based and developmental activities within the organization. They also tend to facilitate employees individually rather than negotiating with different trade unions or even bargaining with them (Ananthramand Cham, 2013).
Personnel management on the other hand mainly deals with record keeping in an administrative level and it deals with functions that strive in creation of terms that are favorable to employees within the organization. It is concerned with the functional activities including recruitment of workers, analysis of jobs within the organization, evaluation of job, administration of payrolls, appraisal of performance, planning of workers and administrative training among others. Personnel management tends to reconcile the needs and views of the workforce, which has interest in management by means of an institution such as negotiations, which are trade union based, bargaining, which is collective, and other similar processes (Becker and Huselid, 2006).
In a nut shell, personnel management attach much importance to the norms of a company, practices that are established within the company and even company's customs while human resource management on the other hand focuses on company values and missions (Brian, 2009).
2 How Human Resource Management Functions helps Coca-Cola Company in Achieving its Goals
Human Resource Management plays a very vital role in the realization of every company or business enterprise goals. Achieving these goals requires proper execution of the human resource management roles and functions (Buttigieg and Hagag, 2005).The human resource management functions in Coca-Cola have help in realization of the company purpose through the following;
Recruitment of workers
One of the most important roles of the company's human resource department is the recruitment of workers to join the employees' team. The company over the past years has been focused on recruiting competent employees that helps them in achieving their goals. Best performing heads of departments are always retained to help in managing high competition existing in the beverage market. Tied to this role is the employee training and inductions, which helps in equipping the workers with relevant technical skill required to produce high quality products and to maintain the company production standards. Resource Management of the company focused on retaining and recruiting heads that are globally the best in order to maintain its topmost position in the beverage market, which is very competitive in the whole world. Coca-Cola believes in delivering better performance requirements better capabilities. The company attracts and retains brilliant people and later develops them into more productive individuals (Carmeliand Schaubroek, 2005).
Employee welfare
The responsibility of safeguarding the employees' welfare rests with the human resource department. This entails the employ salaries and the general working conditions. This department has ensured that workers are properly motivated and geared towards the assigned roles to achieve the company goals and objectives. In addition, it has established an environment where workers and the company stakeholders co-exist and share their dreams for the company success. It strives to influence the company's decision on provision of favorable work environment for the company employees, which helps to create a sense of teamwork in execution of the assigned duties. Employees on the other hand have realized that they are the most valuable assets the company has (Delery, 2008).
Resource and Workforce Planning
 The assessment of the company's current and future workforce relies with the human resource management role. They evaluate the current human resource needs and forecast the future needs as well. Coca-Cola work force planning has helped in achieving cross-cultural teaming. This fastens