Do you think that programs like equilibrium could succeed within a personnel management approach and why?

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Do you think that programs like equilibrium could succeed within a personnel management approach and why? Personnel management involves pragmatic management practices depending on organizational styles and settings. For example in the “hard model” people are a company’s resource. Organizations manage them in a rational manner to achieve business outcomes. Organizations may consider people as a resource just as any other business resource. There is another model known as the soft .The soft model emphasises on treating people as valued assets. They should be treated as human capital that are fundamentally different from other business resources. The soft model encourages developing employees so that they become proactive in organizational development and progress. Human resource management is different from personnel management. Unlike conventional personnel management, HRM is flexible and adapts to changing socio-economic, political, and governmental environments easily. It allows organizations to become flexible in restructuring systems by involving and committing employees, to achieve high quality standards. It also promotes organizational specialization to gain strategic edge Not only this, HRM also encourages all members to participate in the choices and decisions made in the organization thereby inducing organizational ownership exactly like in our case studying. The management is not isolated from the employees but in fact, all work as a team to achieve common objectives.(like in our case L64-65) The management recognizes and awards individuals who contribute to the development of the organization. Thus, the management is more responsible and responsive to people’s needs whether they are the stakeholders or the shareholders. In our case Hilton group encourages employees recognition. For them people are a key source of competitive advantage

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