Proces zmien v personálnom manažmente
THE PROCESS OF CHANGES IN PERSONNEL MANAGEMENT

Summary/Abstract: The article analyzes the essence and differences between personnel management and human resources management. The people who work in the organization are the starting point, and they are a re-source that is relatively inflexible, in comparison with other resources like cash and materials. But personnel is the human face of management, an important aspect of making the organization work effectively and ensuring that employees are well looked after. Personnel management seems to offer all that. The philosophy of personnel man-agement is that it is a series of activities which first enables working people and their employing organizations to agree about the nature and objectives of the working rela-tionship between them and, secondly, ensures that the agreement is fulfilled. Personnel ma-nagement is workforce-centred, directed mainly at the organization’s employees, finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions, satisfying employees’ work-related needs, dealing with their problems and seeking to modify management action that could produce unwelcome employee response. Human resources management is a reaction to changing conditions and growth of competition on the market in the 1980s. It focuses on the flexibility, high standard of performance and the development of employees in such a way that the organization will survive and develop further. The demand for flexibility and speed of reaction to changes on the market will be increasing. In human resources management, the stress is laid on the orientation to strategic planning and management. It takes into very careful consideration the needs of share-holders in order to achieve the use of human resources in favour of increasing the com-pany’s performance value. Human resources management underlines the significance of the ability of people to act and adapt quickly to environmental changes. It is aimed at the quality of a product and the selection of high quality employees. It develops the motivation and inspiration of the workforce. Human resource management helps to raise profi-tability and effectiveness in the company. The effectiveness of human resources management is facilitated to the extent that: • management of human resources is an integral par of management; • there is a more proactive role for line mangers; • there is a top management responsibility for managing culture; • there is an overall corporate purpose and that the human resource dimensions of that purpose are evident; • a process of developing strategy within the organization exist and is understood, and that there is explicit consideration of human resource dimensions; • it includes the responsibility to identify and interact in the social, political, techno-logical and economic environment in which the organization operates and carries out activities.

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