Gürhan Uysal

(School of Business, Kurupelit Campus, Ondokuz Mayis University, Turkey)

 

 

Abstract: Personnel HRM is combine of PM and HRM. PM is continuous for application in firms as an administrative function. On the other hand, HRM field takes over of responsibilities of PM. HRM departments currently implement HRM-related activities in organizations. They are, for example, training, compensation, recruitment, careers and others. There are two responsibilities of HRM departments in organizations: employee affairs and HR-related activities. Employee affairs are related with administrative functions. HRM has mission of performance both individual and firm, since 1990s. Wright (1992) articulates that HRM is relation between HRM practices and firm performance. On the other hand, Boston Consulting Group (2010) specifies that future of HRM might be talent management. So, there may be two dimension of HRM: performance and talent management. Therefore, firms may apply performance-oriented HRM and talent management in their structure. Firms may apply personnel HRM in their structure, which is related with apply of personnel management and human resource management together. Firms might have specialists (experts) for administrative functions, and experts for HRM-related practices. Therefore, personnel HRM is: personnel HRM = PM + HRM, or P-HRM = administrative function + HRM practices. Firms have specific task person for these each role above.

 

 

Key words: P-HRM; HRM; personnel management; HR Department

 

JEL codes: M21, M50, M51, M52, M54