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This is the complete lecture note for EDM201 Introduction to Human Resource Management and Communications in Education. You can read it online below, open it in the full viewer, or download the PDF for offline study. It pairs with the course's video lectures, so you can read and watch together.
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS COURSE CODE: EDM 201 COURSE TITLE: Introduction to Human Resource Management and Communications in Education COURSE CREDIT LOAD:(2 Units C: LH 30) LISTS OF SERIES: 1. Series 1: Personnel Management and Human Resource Management 2. Series 2: Human Resources and Organisational Dynamics in Education 3. Series 3: Power, Authority, Politics, and Conflict in Educational Organisations 4. Series 4: Communication for Organisational Effectiveness and Human Relationships 5. Series 5: Formal Writing Skills for Teachers and Managers Outline for Series 1: Personnel Management and Human Resource Management Part 1.1 Concept and scope of personnel management • 1.1.1 Definition and historical background of personnel management • 1.1.2 Core functions of personnel management (recruitment, training, welfare, record keeping) • 1.1.3 Limitations of personnel management in modern organisations Part 1.2 Concept and scope of human resource management • 1.2.1 Definition and evolution of human resource management • 1.2.2 Strategic functions of HRM (planning, development, performance management) • 1.2.3 Advantages of HRM over traditional personnel management Part 1.3 Key differences between personnel management and human resource management • 1.3.1 Comparative analysis of scope and focus • 1.3.2 Differences in approach to employee relations and organisational goals • 1.3.3 Case examples of transition from personnel management to HRM in education Part 1.4 Relevance of HRM in educational organisations • 1.4.1 Importance of HRM in managing teachers and staff • 1.4.2 HRM practices for promoting efficiency and effectiveness in schools • 1.4.3 Challenges of implementing HRM in educational settings Introduction
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS In every educational organisation, people are the most valuable resource, and the way they are managed directly affects the success of the institution. Traditionally, personnel management focused on administrative tasks such as recruitment, record keeping, and staff welfare. Over time, however, the broader and more strategic concept of human resource management emerged, emphasising development, performance, and alignment with organisational goals. Understanding the distinction between these two approaches is essential for anyone preparing to work in or lead educational settings. The aim of this Series is to equip you with the knowledge and skills to differentiate between personnel management and human resource management, and to appreciate their relevance in educational organisations. By the end of the Series, you should be able to explain their scope, compare their functions, and evaluate their importance in promoting efficiency and effectiveness in schools. We shall commence this Series by examining the concept and scope of personnel management, including its definition, functions, and limitations. Next, we will explore the concept and scope of human resource management, focusing on its evolution, strategic functions, and advantages. Following that, we will analyse the key differences between personnel management and human resource management, using comparative perspectives and case examples. Finally, we will wrap up by considering the relevance of human resource management in educational organisations, highlighting its importance, practices, and challenges. Series Learning Outcomes Upon completing this Series, you should be able to: • SLO 1.1 define the concept and scope of personnel management, • SLO 1.2 explain the core functions of personnel management and identify its limitations in modern organisations, • SLO 1.3 define the concept and scope of human resource management, • SLO 1.4 analyse the strategic functions of human resource management and evaluate its advantages over personnel management, • SLO 1.5 compare personnel management and human resource management by highlighting key differences in scope, focus, and employee relations, and • SLO 1.6 evaluate the relevance of human resource management in educational organisations, including its practices and challenges. 1.1 Concept and Scope of Personnel Management 1.1.1 Definition and historical background of personnel management
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS Personnel management refers to the administrative function concerned with managing people in an organisation. It involves activities such as recruitment, training, welfare, and record keeping. Historically, personnel management emerged during the industrial revolution, when organisations needed systematic ways to handle growing numbers of workers. Its focus was largely on maintaining discipline, ensuring compliance with rules, and handling staff welfare. Fill in the blank: Personnel management emerged during the __________ revolution as organisations sought systematic ways to manage workers. Diagram showing the evolution of personnel management from industrial revolution practices to modern HRM. Caption: Figure 1.1 Evolution of personnel management 1.1.2 Core functions of personnel management
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS The core functions of personnel management include recruitment (the process of attracting and selecting suitable candidates), training (providing opportunities for employees to acquire skills and knowledge), welfare (ensuring employee well-being through facilities and support), and record keeping (maintaining accurate employee data for administrative purposes). These functions are essential for maintaining order and efficiency in organisations. Fill in the blank: The core functions of personnel management include recruitment, training, welfare, and __________ keeping. Box 1.1: Core functions of personnel management • Recruitment • Training
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS • Welfare • Record keeping 1.1.3 Limitations of personnel management in modern organisations Although personnel management played a vital role in the past, it has limitations in today’s dynamic environment. It tends to be reactive rather than proactive, focusing on administrative tasks rather than strategic planning. Personnel management often treats employees as tools for production rather than as valuable assets to be developed. These limitations led to the emergence of human resource management, which adopts a more holistic and strategic approach. Fill in the blank: Personnel management is often criticised for being reactive and focusing mainly on __________ tasks.
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS Image showing a traditional personnel office with files and paperwork, symbolising administrative focus. Caption: Plate 1.1 Traditional personnel management office Pilot questions 1.1 1. Define personnel management. 2. State one reason why personnel management emerged during the industrial revolution. 3. Identify two core functions of personnel management. 4. Mention one limitation of personnel management in modern organisations. 5. Explain why personnel management is considered reactive.
LA-NET | ONLINE LEARNING VIDEO PLATFORM FOR POST-SECONDARY & HIGHER INSTITUTION STUDENTS 1.2 Concept and Scope of Human Resource Management 1.2.1 Definition and evolution of human resource management Human resource management (HRM) refers to the strategic approach to managing people in an organisation, focusing on their development, motivation, and alignment with organisational goals. Unlike personnel management, which is largely administrative, HRM integrates people management into the overall strategy of the organisation. HRM evolved in the late twentieth century as organisations recognised that employees are not just tools of production but valuable assets whose growth contributes to long-term success. Fill in the blank: Human resource management views employees as valuable __________ whose growth contributes to organisational success.
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