1 Understand the difference between personnel management and human resource
management
Personnel management and human resource management: development of personnel
management; change in contexts leading to human resource management
Human resource management function: tasks (selection, recruitment, payroll administration,
employee motivation, reward management, employment termination); training and
development; performance management (planning, monitoring, recording, actioning);
employee relations; working in partnership with functional areas; involvement of line
managers (selection, recruitment, training, coaching, mentoring, appraisal, grievance,
discipline, termination); ethical issues; equality of opportunity
Employment legislation: Sex Discrimination Act 1995/97; Race Relations Act 1992; Race
Relations Amendment Act 2000; Equal Pay Act 1970; Disability Discrimination Acts 1995 and
2005; European Working Time Directive; Employment Act 2008; Employment Relations Act
2004; Work and Families Act 2006; national minimum wage; Data Protection Act 1998;
employment tribunals
2 Understand how to recruit employees
Human resource planning: definition, links (organisational purposes, organisational strategy,
senior management); purpose (increased volume of business, changes to the required skills
sets, employee turnover; labour cost control); time horizon (short term, medium term, long
term); internal planning factors (organisational needs, demand for products and services, new
products and services, new markets, technological change, location of production);
workforce profiles (age, gender, ethnicity, ability, skills); external planning factors (supply and
demand for labour (local, national international); government policy; labour market
competition; changing nature of work; impact of technology
Recruitment and selection: recruitment policies, recruitment procedures, aims and objectives
of the selection process; job analysis, job description (eg purpose, standard formats,
responsibilities, scope of post, education and qualifications, experience); person specification
(purpose, standard formats, job title, location in management line; essential and desirable
attributes); recruitment methods (advertising vacancies, application methods including webbased
methods, agencies, head hunters); interviews; assessment centres; tests
(psychological, psychometric, aptitude, practical); resumés (CV); letters of application;
references

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