Abstract
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.
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