HHRF1181 2025 HHRF1181 ASSIGN 1 2025 HHRF1181 2025
DISCLAIMER
HHRF1181 assignment 1 2025 is a guide that help students to answer their 2nd
assessment. Students must not copy and paste but read and understand theories
and examples in order to write their unique assignments.
,HHRF1181 2025 HHRF1181 ASSIGN 1 2025 HHRF1181 2025
Table of Contents
Question 1 ............................................................................................................... 3
Question 2 ............................................................................................................... 7
Question 3 ............................................................................................................. 10
Question 4 ............................................................................................................. 15
References ............................................................................................................ 20
, HHRF1181 2025 HHRF1181 ASSIGN 1 2025 HHRF1181 2025
Question 1
1.1 Differentiate between personnel management and Human Resource
Management (HRM), as well as between the management of people and HRM.
(2x10=20 marks)
Personnel Management vs Human Resource Management (HRM)
Personnel Management and Human Resource Management (HRM) are both
approaches to managing employees within an organization according to Majam and
Jarbandhan (2022). However, while Personnel Management is more administrative
and traditional, HRM takes a strategic and employee-centric approach.
Personnel Management focuses primarily on maintaining employee records,
processing payroll, and ensuring compliance with labour laws (Botha, 2021). It is
largely reactive, dealing with issues such as hiring, discipline, and grievances only as
they arise. This approach views employees as a cost to be controlled rather than as
valuable assets to be developed. For example, in a manufacturing company, a
personnel manager may ensure that workers are paid on time and adhere to company
policies, but they may not focus on long-term employee development or engagement.
On the other hand, HRM adopts a more proactive approach, integrating human
resource policies with the company’s overall business strategy (Awalluddin, 2020).
HRM views employees as valuable contributors to the organization’s success and
seeks to develop their skills, motivation, and well-being. This approach involves talent
acquisition, training and development, performance management, and employee
engagement. For instance, a tech company using HRM principles may offer
continuous professional development programs, flexible work arrangements, and
career growth opportunities to retain top talent.0717513144
Another key difference is in employee motivation and performance management
(Marler & Fisher, 2020). Personnel Management typically relies on financial incentives
such as wages and bonuses to motivate employees. In contrast, HRM uses a
combination of financial and non-financial rewards, such as recognition programs,
career development plans, and workplace culture improvements (Marler & Fisher,
2020). Companies like Google and Microsoft exemplify HRM by investing in employee
DISCLAIMER
HHRF1181 assignment 1 2025 is a guide that help students to answer their 2nd
assessment. Students must not copy and paste but read and understand theories
and examples in order to write their unique assignments.
,HHRF1181 2025 HHRF1181 ASSIGN 1 2025 HHRF1181 2025
Table of Contents
Question 1 ............................................................................................................... 3
Question 2 ............................................................................................................... 7
Question 3 ............................................................................................................. 10
Question 4 ............................................................................................................. 15
References ............................................................................................................ 20
, HHRF1181 2025 HHRF1181 ASSIGN 1 2025 HHRF1181 2025
Question 1
1.1 Differentiate between personnel management and Human Resource
Management (HRM), as well as between the management of people and HRM.
(2x10=20 marks)
Personnel Management vs Human Resource Management (HRM)
Personnel Management and Human Resource Management (HRM) are both
approaches to managing employees within an organization according to Majam and
Jarbandhan (2022). However, while Personnel Management is more administrative
and traditional, HRM takes a strategic and employee-centric approach.
Personnel Management focuses primarily on maintaining employee records,
processing payroll, and ensuring compliance with labour laws (Botha, 2021). It is
largely reactive, dealing with issues such as hiring, discipline, and grievances only as
they arise. This approach views employees as a cost to be controlled rather than as
valuable assets to be developed. For example, in a manufacturing company, a
personnel manager may ensure that workers are paid on time and adhere to company
policies, but they may not focus on long-term employee development or engagement.
On the other hand, HRM adopts a more proactive approach, integrating human
resource policies with the company’s overall business strategy (Awalluddin, 2020).
HRM views employees as valuable contributors to the organization’s success and
seeks to develop their skills, motivation, and well-being. This approach involves talent
acquisition, training and development, performance management, and employee
engagement. For instance, a tech company using HRM principles may offer
continuous professional development programs, flexible work arrangements, and
career growth opportunities to retain top talent.0717513144
Another key difference is in employee motivation and performance management
(Marler & Fisher, 2020). Personnel Management typically relies on financial incentives
such as wages and bonuses to motivate employees. In contrast, HRM uses a
combination of financial and non-financial rewards, such as recognition programs,
career development plans, and workplace culture improvements (Marler & Fisher,
2020). Companies like Google and Microsoft exemplify HRM by investing in employee
