HRIS Protoype Proposal...accepted!

Finally! After the loooooooooong wait, we finally had our VERY FIRST consultation on our proposal yesterday. For several times we waited to have our consultation and failed. We have a very perfect timing, because when it's already our turn Sir Gamboa's time for consultation will also end. Great..just great..!

Just like yesterday morning, we waited for the other groups-- who arrived earlier than us -- to finish their consultation. Just when the group before us finished their consultation, since we were the next, we went inside Sir Gamboa's office. What welcomed us inside the office was the sign "Please don't disturb." Although downhearted, one of my groupmates couragely asked if what time would he (Sir Gamboa) continue the consultation but Sir just pointed to the sign. We went out of the office thinking how cruel the timing is..hehehe.

In the afternoon, Tina and I attended our OR class. After our class our group planned to research on how to make a cable tester --since my groupmates on HRM are also my groupmates on DataComm. Lucky we were because during the afternoon Sir was already available for consultation and there were only few groups waiting. We were entertained first..Yipeee..! "At last we will have our FIRST EVER CONSULTATION" my mind murmured..hehe.

During the consultation I was very nervous because Sir kept on giving corrections on our Introduction, but as the pages went by and Sir saw our HRIS proposed prototype for the company we adopted...we were so happy to hear from him that our proposal was quite fine. And here's another...he graded it 2.5..whew..! Our proposal was graded immediately and according to him we were the first group to be graded because other groups were just 75% completed or a percent completed but not really graded. Hmmm..it's worth the wait...heheh..

But Sir told us that if we want to increase the grade of our proposal we should apply the things that he had suggested. And since we wanted to have a higher grade, we will implement Sir's suggestion. We started making it immediately and as usual, we went home at dawn-- 1:00 am--. hehe..

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Personnel Mngt and HRM

1."Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks."

-N. Madison >> http://www.wisegeek.com/is-there-a-difference-between-human-resources-and-personnel-management.htm

Critique:
This definition implies that Personnel Management is under the scope of Human Resource Management which is precisely correct.

2. "Human Resource Management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives."

- Malcolm Tatum >> http://www.wisegeek.com/what-is-human-resource-management.htm

Critique:
HRM indeed does not only concern the development of the corporation but also with its employees. Malcolm has defined HRM very well.

3. "The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations."

-Carter McNamara, MBA, PhD >> http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

Critique:
I think that one of the functions of HRM is also to maintain good relationship to the employees as well as the employees to their co-employees. Although "dealing with performance issues" has been mentioned, attitude towards co-workers is still different.

4."Personnel Management, part of management concerned with people at work and their relations within a firm. The main functions of the personnel manager usually include staff recruitment, training, and welfare. The term personnel management is somewhat misleading in that it is usually line managers who manage the work force, while personnel managers provide a mainly supportive and advisory service."

- MSN Encarta, Encyclopedia Article >>http://encarta.msn.com/encyclopedia_762506693/Personnel_Management.html

Critique:
This definition is so helpful, especially to those who are confused about the function of managers/line managers to those of personnel managers.

5. "The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent."

-BNET Business Dictionary >> http://dictionary.bnet.com/definition/Personnel+Management.html

Critique:
This definition is an opposite on the first (1) definition. THis definition states that HRM is a model of Personnel Management. This is quite confusing..

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