P-HRM: Combine of PM and HRM

Personnel HRM is the combination of personnel management (PM) and human resource management (HRM). PM continues to be used in firms as an administrative function. HRM takes over the responsibilities of PM. HRM currently implements HRM practices in organizations. They are, for example, training, compensation, recruitment, careers, and others. There are two kinds of responsibilities of HRM departments in organizations: employee affairs and HR-related activities. Employee affairs are related with administrative functions. HRM has the mission of performance, both individual and firm. Wright and McMahan (1992) articulated that HRM is the relation between HRM practices and firm performance. On the other hand, Boston Consulting Group (2010) specified that the future of HRM might be talent management. Therefore, firms may apply personnel HRM in their structure, which is related with the application of PM and HRM together. Firms might have specialists (experts) for administrative functions, and experts for HRM-related practices. Therefore, personnel HRM is: Personnel HRM = PM + HRM or P-HRM = Administrative function + HRM practices. Firms have specific task person for these roles above.

This paper does search for talent management and individual performance. It believes that cognitive placement might be used for talent management to determine individual performers. Cognitive methodology assumes that HR manager replaces performance grade of employees into placement line. In upper case, it is grade of employees between 0 and 100. In lower case, it is percentage of performance subgroups. HR managers replace the top 10% of grades into placement line. That group is talent management group. It is assumed that talent management is to appoint ability professionals for management positions. In addition, this study proposes that cognitive placement by HR managers may specify top performers (professionals) in organizations. Therefore, performance appraisal process is important in talent management, because talent management in HR is related with individual performance and management positions.

 This paper aims to discuss differences between human resource management (HRM) and strategic human resource management (SHRM), and aims to discuss convergence or divergence between American and European HRM. Therefore, research question is what the similarities and differences are between European and American HRM. Research methodology is based on critical review of HRM literature. Therefore, this study aims to increase conceptual ability of human resource (HR) professionals. Major result is that HRM is related with employee performance, and SHRM is related with firm performance. Secondly, European HRM is becoming similar to American HRM. The difference between European and American HRM is social context and social partners. European HRM considers social partners in management of HR.

 The objective of this study is to argue transition from human resource management (HRM) to strategic human resource management (SHRM). In addition, this study also discusses the theory of SHRM. The research methodology of this study is based on arguments from SHRM literature. The significant of paper is a discussion of SHRM theory. Key terms are personnel, employee, and capital in management of human resources by firms. Practitioners call human resources as personnel in personnel management (PM); and call human resources as an employee in HRM. Practitioners do not clarify the term yet for human resources in SHRM. This paper suggests " capital " term for human resources in SHRM. Secondly, return on investment (ROI) of HRM might be positive organizational attitude and behaviours. HRM makes investment to employees, and ROI of HRM is important to SHRM because positive attitude and behaviours increase individual performance of employees. Thirdly, there is a triangular relation in SHRM theory. This is named as trigonometry of SHRM. There are dependent variables, independent variables, and moderators in this triangular. Finally, SHRM can be described with employee performance and firm performance relationship. In this relation, HRM practices lead to increased individual performance, and individual performance increases performance of business departments such as logistics, supply, finance, marketing, production etc. and performance of business departments has an impact on firm performance. In this SHRM model, HRM has an impact on firm performance through individual performance and business departments. All are described is SHRM theory in this study. For HRM case, HRM has two purposes in firm management. Those purposes are performance and recruitment. HRM aims to increase individual performance of employees. If HRM aims to increase firm performance through individual performance, it is description of SHRM. HRM has an impact on individual performance via HRM practices. HRM practices are keys to increase individual performance. Because employees implement business processes in firm management. Those processes are such as production, marketing, stock, supply, logistics, finance and others. Individual performance of employees increases performance of those business processes in firm management. Therefore, it is important to increase individual performance through HRM practices. This is a HRM theory in this study. Moreover, HRM does recruitment of employees for functioning these business processes. Because all needs human resources to effectively implement processes in firms.

This study searches for use of simplex theory in talent management. It is a research topic belonging to this study. Human resource management (HRM) can be described with performance focus and talent management. This study presents a new perspective in talent management. Firstly, Talent management may be described with fulfilling organizational positions by bets talents, because talents further performance of departments and performance of firm. Firm has departments, such as production department, marketing departments, finance department, and etc.. This study suggests simplex method for talent management for practitioners. It identifies research question and has two propositions that simplex may be used in talent management. Secondly, study depicts linear of American HRM. It is based on a relationship among human resource (HR) systems, various HRM practices, and organizational performance. Linear proposition of study is that, HRM practices as a system have an impact on firm performance (goal function).

Firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc.. All have managers such as accounting manager, finance manager, marketing manager, etc.. The performance of managers is crucial to firm performance, because the performance of managers might become one determinant of firm performance. Therefore, HRM may have an impact on GDP through managers, because productions and sales of firms affect GDPs and economy. Further, professionals or managers must have theoretical knowledge in their field, as theoretical knowledge increases their performance at work.

Research topic of this paper is to discuss theory of Human Resources Management (HRM) and to discuss using of quantitative methods in HRM. Firstly, five variables establish HRM theory. They are HRM practices, positive organizational behaviors, individual performance, performance of business departments, and firm performance. Transactions among those variables enable Human Resources (HR) practitioners to apply HRM theory in their organizations. Secondly, this paper discusses use of quantitative methods in HRM. They are vector analysis and decision tree analysis. Those analyses enable HR practitioners to make effective HR decisions. Decision tree sets HR alternatives to efficiently implement HRM practices in organizations. Research question is how HR practitioners apply quantitative methods in department of HRM in firms. Finally this research comes out a conclusion that quantitative methods may be used in HRM. Keywords: Human Resources Management (HRM) theory, vectors, matrice, decision tree, quantitative method

Research topic of this paper includes importance of theoretical knowledge on performance of firms’ professionals. Research question is how theory affects the performance. Answer might become thorough competence of professionals and task performance. With this sense, two case studis are obtained from Drucker’s works (2009; 2015). Therefore, research method covers case study approaches. Furthermore, firms produce national GDP in an economy. There are several functions in firm management, and managers operate those functions. They are logistics, supply, stock, finance, accounting, marketing, production, etc. All have managers such as accounting manager, finance manager, marketing manager, etc. Performance of managers is crucial to firm performance. Because performance of managers might become one determinator of firm performance. Therefore, HRM may have an impact on GDP through managers. Because productions and sales of firms affect GDPs on an economy. Moreover, professionals or managers must have theoretical knowledge in their field. Because theoretical knowledge increases their performance at work. In conclusion, study reveals that managers may have impact on firm performance; and theory may increase task performance of employees.

Resarch topic of paper is lienar and simplex analysis in human resource management field. Research questions are quantitative models may increase effeciency of HR professionals, and mission of HRM field is to develop positive organizational psychology in employees. Organizational psychology is important research field in British academy. Further, simplex methodolohy is presented by G. B. Dantzig after World War II in order to solve linear programming. First of all, goal function is established in simplex, which is to maximize firm performance in this paper. Secondly, limits of problem are determined. Main limits in applying HRM in organizations might be HR professionals and top management. For example, SHRM (Society for Human Resource Management) of USA organizes programs for increading competency of HR professionals. Further, top management may impede on effectively applying HRM in organizations. Therefore, both of them may establish limits of simplex function. Research methods of study cover in-depth literature review in HRM field, and study has qualitative research dimension. Data analysis reveals that HRM may consist of three figures: they are individual performance, talent management, and organizational psychology. To conclude, HRM is appled in organizations to develop individual performance, talent management, and organizational psychology.