LO1 Drawing on Storey’s model, critically discuss the main differences between Human Resource Management and Personnel Management

Individual HRM Report

100 %

4000 words

January 25th 2025

Assessment brief/s:

Assessment

“Tube strikes called off after union talks” ( Source https://www.bbc.co.uk/news/articles/cly0zezx3ejo , Accessed: 8^th November  2024)

As a Human Resource Management Consultant, you have been invited by LONDON TFL to advise them on the possibility of restructuring their HR practices in order to compete more effectively in the  marketplace. Linking relevant theories on Strategic Human Resource Management (SHRM) and the role of SHRM in creating a high-performance organisation, you are required to complete the tasks below:

1. Drawing on Storey’s model, critically discuss the main differences between Human Resource Management and Personnel Management (LO1)
2. Examine the company’s strategic priorities as far as HR practices are concerned (LO2)
3. Using SHRM models that you think fit, critically discuss the company’s “Model of Employment”, and explore the organisational levers available to manage human resources in such a way as to contribute to the growth of sustainable competitive advantage. (LO3)
4. Critically explore the culture of the organisation and its impact on the company’s SHRM policies. (LO4)

Assessment Strategy

The module is assessed via a 100% written report to enable students to demonstrate their understanding on the concepts and key functions of HR in organisations and how various strategic HR models in supporting the effective management of organisations Presentation & Style: 10 marks Conforming to Instructions 10 marks Content and Knowledge- 40 Thinking & Analysis- 30 Conclusion- 10

• Late submission of assessed work will only be permitted for a period of 2 working days (working days are defined as Monday to Friday).
• The penalty for late submission within the allowable period will be a flat 10% of the available marks.
• After 2 working days late, a mark of 0 will be recorded and the work will be considered a non-submission.

Date and validity valid for academic year 2024/2025

Example Answer - Plagiarised

LO1 Drawing on Storey’s model, critically discuss the main differences between Human Resource Management and Personnel Management 

Strategic Human Resource Management Analysis for London TFL

Transport for London (TFL) is a prominent organisation responsible for managing and maintaining the capital`s transport network. Recent industrial actions have highlighted the need for the organisation to review and restructure its human resource practices. The focus of this report is on exploring how TFL can utilise Strategic Human Resource Management (SHRM) to enhance its performance and competitiveness. The report begins by differentiating between Human Resource Management (HRM) and Personnel Management (LO1). It then examines TFL’s strategic HR priorities (LO2), evaluates its employment model through the lens of SHRM frameworks (LO3), and analyses the role of organisational culture in shaping its HR strategies (LO4).

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1. Differentiating HRM and Personnel Management (LO1)

Storey’s model provides a comprehensive framework to distinguish between HRM and Personnel Management, reflecting their different philosophies and operational focuses.

Philosophical Differences:

Personnel Management traditionally prioritises administrative functions, such as maintaining employee records and compliance. Its reactive approach views employees as a cost to be managed. Conversely, HRM adopts a proactive and strategic perspective, seeing employees as assets whose development is key to achieving organisational objectives.

Strategic Integration:

Personnel Management often operates independently from organisational strategy, focusing on short-term goals. HRM integrates deeply with business strategies, ensuring workforce planning aligns with long-term organisational priorities.

Role of Managers:

In Personnel Management, HR responsibilities are centralised, limiting the involvement of line managers. HRM decentralises these responsibilities, enabling line managers to play a critical role in employee development and engagement.

Operational Focus:

While Personnel Management relies on rigid policies and procedures, HRM emphasises flexibility, innovation, and continuous improvement. Transitioning TFL from a Personnel Management framework to an HRM approach could improve the organisation’s ability to address workforce challenges, including industrial disputes and skill shortages.