RCD Management

THE EFFECTIVENESS AND IMPLICATIONS OF HUMAN RESOURCE
MANAGEMENT, PERSONNEL MANAGEMENT AND MICROMANAGEMENT IN

DEVELOPING A BETTER ORGANIZATION
GROUP MEMBER:
JONNABEL QUIDAY
MARJORIE PEPON
JOVELYN GUSILATAR
MEL JOSHUA MOLINA
GREGORY ALEXIS COSTA
ORIGINAL OBSERVATION
Having a skill of controlling and making decisions for something is an assets that
characterized by a good management. Every organization wants to be successful in any
aspects of managing. Managing of an organization is a responsibility that has a difficulty
to handle so that not all of organization becomes successful.
The role of HRM as a resource is to plan, to monitor and to control the aspects of
resources while personnel management as a workforce is focuses between the
employees and the management. Micromanagement now commonly refers to the
control of an enterprise in every particular and to the smallest detail, with the effect of
obstructing progress and neglecting broader, higher-level policy issues.
QUESTION
1. What are the different functions of HRM, PM and micromanagement in an

organization?
2.What are the effects and implications of HRM, PM and Micromanagement in an

organization?
HYPOTHESES
I. REFERENCE LIST
Doaei, Habib Allah & Najminia, Rahim. How far does HRM differ from PM,
European Scientific Journal,
June Edition Volume 8 No.13 pp.161-171
http://eujournal.org/index.php/esj/article/download/203/245
White, Richard Jr. D.,PhD(2010).
The Micromanagement Disease, Symptoms, Diagnosis, and Cure.
Volume 39 No. 1 pp.71-76
http://homepages.se.edu/cvonbergen/files/2012/12/The-
Micromanagement-Disease_Symptoms-Diagnosis-and-Cure.pdf
II. LITERATURE SUMMARY
Paper 1
INTRODUCTION
Human resource management is defined as a system of activities and strategies
that focus on successfully managing employees at all levels of an organization to
achieve organizational goals (Byars & Rue, 2006).
The institute of management states Personnel Management is that part of
management concerned with people at work and with their relationships within a firm. Its
aim is to bring together and develop into an effective organization the men and women
who make up an enterprise and, having regard for the well-being of the individual and of
working groups, to enable them to make their best contribution to its success (Rhea,
1972).
METHODS
This study used a descriptive method of research however data gathered using
this method could be farther explain the result of this study. It is design to help in
determining the extent of different variables that are related to each other. To facilitate
the data gathered, the researcher surf the trusted websites in the internet. The
information gathered was supported by the author who has a relevant study that is
interconnected with the title of this research.
The improvement and checking of information was successfully done with the
assistance of the knowledgeable individuals.

RESULTS
Personnel management concentrates on operational position. As result,
Emphasizing technical skills and day to day as recruitment and selection, training,
salary administration and employee relations, while, HRM was described as being
dedicated to look at people in economic terms as either assets or cost to be actively
managed. It is an integrated approach that provided a logical programme to link all
aspect of people management. It is also focus on people management as a consistent
view in which people treated as Valuable asset.
DISCUSSION
Paper 2
INTRODUCTION
Micromanagement generally refers to the control of an enterprise in every
particular smallest detail, with the effect in the way of progress and disregarding
broader, higher-level policy issues. It has been practiced and perceived well before we
marked it as an organizational pathology.
In 1946, Peter Drucker called for a "democracy of management" whereby
organizations need to decentralize and delegate more decision making authority to
employees.3 In 1960, Douglas McGregor described a Theory X manager as one
possessing many of the characteristics of the modern micromanager, one who is
poor at proper delegating but one who believes he delegates well.4 While
micromanagement has always disrupted organizational life, it only recently has
entered the workplace vocabulary, with the first mention of the term appearing in
1975 in an article in the Economist.5 Since then, increasing concern has been
focused on the impact of picayune bosses.
METHODS
This study used a descriptive method of research however data gathered using
this method could be farther explain the result of this study. It is design to help in
determining the extent of different variables that are related to each other. To facilitate
the data gathered, the researcher surf the trusted websites in the internet. The
information gathered was supported by the author who has a relevant study that is
interconnected with the title of this research.The improvement and checking of
information was successfully done with the assistance of the knowledgeable individuals.
RESULT
DISCUSSION
III. 4. Synthesis

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THE EFFECTIVENESS AND IMPLICATIONS OF HUMAN RESOURCE

MANAGEMENT, PERSONNEL MANAGEMENT AND MICROMANAGEMENT IN

1. What are the different functions of HRM, PM and micromanagement in an

2.What are the effects and implications of HRM, PM and Micromanagement in an

European Scientific Journal,

June Edition Volume 8 No.13 pp.161-171

White, Richard Jr. D.,PhD(2010).

The Micromanagement Disease, Symptoms, Diagnosis, and Cure.

Volume 39 No. 1 pp.71-76

Human resource management is defined as a system of activities and strategies

that focus on successfully managing employees at all levels of an organization to

achieve organizational goals (Byars & Rue, 2006).

The institute of management states Personnel Management is that part of

interconnected with the title of this research.

assistance of the knowledgeable individuals.

Personnel management concentrates on operational position. As result,

dedicated to look at people in economic terms as either assets or cost to be actively

managed. It is an integrated approach that provided a logical programme to link all

aspect of people management. It is also focus on people management as a consistent

view in which people treated as Valuable asset.

Micromanagement generally refers to the control of an enterprise in every

marked it as an organizational pathology.

In 1946, Peter Drucker called for a "democracy of management" whereby

organizations need to decentralize and delegate more decision making authority to

employees.3 In 1960, Douglas McGregor described a Theory X manager as one

possessing many of the characteristics of the modern micromanager, one who is

micromanagement has always disrupted organizational life, it only recently has

focused on the impact of picayune bosses.

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