During the past 20 years many organisations have evolved and changed the way in which they manage their workforce. The past 2 decades have seen a shift in many organisations from the traditional ‘Personnel Department’, to the principals of the more recently formed ‘Human Resource Management’ function. It has been requested that Lesley Stewart submit a report to the HRM tutor, Pam Cogley at Wigan and Leigh College, based on the historical development of Human Resource Management whilst identifying the roles and purposes of the function. The differences between Personnel Management and Human Resource Management should be identified and the evidence found should be analysed against a familiar Company. A section is also to be included on current and potential factors of which all HRM / Personnel Managers should be aware of.

2.1 United Utilities Plc Human Resource department was investigated.

2.2 DTI Employment Relations policies were examined.

2.3 Wigan & Leigh College literature was studied.

3. DIFFERENCES BETWEEN HRM AND PERSONNEL MANAGEMENT

The Personnel department has a more people centr

* Appendix.6. Information sourced from the Department of Trade and Industry website – www.dti.gov.uk

· Part Time Employees · The policy is to ensure that part-time workers are treated no less favourably in their employment conditions than comparable full-timers, unless this is justified on objective grounds. · United Utilities is committed to equal opportunities and all part time staff receive the same benefits and operate on the same pay scales as full time staff. However, line managers are continually informed that they should not overlook part time workers for potential development opportunities which could lead to a progression through the company.

Various reward systems are also in place across United Utilities such as:

ed approach, it is seen as being reactive instead of proactive, focusing on the short term view of the organisation and dealing more with the rights and values of the employees and the terms and conditions of employment. Personnel Management looks at the ‘Utilisation, Motivation and Protection’ of people at work.

United Utilities is the largest provided of water and wastewater networks in the UK and along with this provide an electricity service. They have achieved this by being able to look at the longer term view. Projects are planned well in advance and employees are continually looking at what will need to be done throughout the next five, ten or maybe even twenty years.

Some topics in this essay:
Resource Management, United Utilities, Personnel Management, Utilities Plc, Age Discrimination, Performance Review, Human Resource, Act Currently, Parental Leave, Factors CSF’s, united utilities, human resource, resource management, human resource management, utilities plc, united utilities plc, personnel management, hrm personnel, trade unions, minimum wage, hrm personnel management, human resource department, development opportunities, business objectives, united utilities human,