Introduction
Contemporary Human Resource Management (HRM) is a organizational function that encompasses recruiting, motivating and retaining people. It focuses on the people aspect, in order to ensure that the employees are used in an effective and efficient manner to accomplish organization’s objectives. It is done through a set of well-designed management systems.
Traditional personnel, administration, and transactional roles of HRM are being outsourced increasingly. HRM’s main role is to zoom into how employees can be utilized strategically and impact the business with measurable. HRM focuses on strategic direction and HRM metrics and measurable to demonstrate value. Effective HRM enables employees to contribute to the overall company direction, goals and objectives in an effective and productive fashion.
In this assignment, we should look into the major changes that HRM had undergone in terms how its functions, objectives and delivery, from Personnel Management (PM) to its current form.
Personnel Management (PM) vs Human Resource Management (HRM)
HRM derives its origin from the practices of the earlier PM, which assisted in the management of people in an organization setup. It is important to highlight the key differences between PM and HRM. In the nutshell, PM is an operational role, majority on administrative duties and record-keeping tasks. Not only to ensure fairness in the terms and conditions of employment, companies had who adopted PM, need to manage the personnel activities by department level individually. It is believed that by doing the abovementioned will aid the company in achieving its organizational goals successfully.
HRM zoom in to the people strategies, integrating it with company’s corporate strategies, an...
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...s an important portion in the organization, which is highly integrated with the core strategy. PM is typically held responsible by the company’s personnel/manpower department. In HRM, all managerial level of the organization is involved with a collective aim, where personnel issues are being taken care of by managers of the respective departments, who are trained with the necessary skill set.
As motivations, PM offers employees with extrinsic rewards like compensation, bonuses, rewards, and the reduction of work responsibilities. From the PM point of view, by rewarding an employee will motivate him to perform better at work. On the other hand, HRM consider that by performing better will lead to a happier employee instead. With HRM, working in groups, overcoming challenges with effective strategies, and job creativity are considered to be the main motivating factors.
Human resources management is defined as, the [process of evaluating the needs of a business or organization with regards to employees, especially in hiring, recruiting, motivating and compensating employees.1 One of the major roles of this function involves
In the past HR job responsibilities consisted of a basic role of dealing with employees and administrative assignments. For example, human resource managers primarily concentrated on calculating personal and sick days of workers and payroll. However, times have changed many HR specialists have various roles to perform and departments to operate. Usually, these individuals must balance their enthusiasm for the workforce as well as the organization who is their employer. Nevertheless, when fresh challenges arise and organizations must implement new programs or procedures the HR manager is the first to usher in the tide of change.
Introduction to Personnel Management and Human Resources Management (HRM) To succeed, an organisation need to acquire staff who are committed to achieving its aims and objectives. To do this, the organisation must provide adequate training for staff and motivate them by management, to achieve their maximum potential. The organisation can motivate its staff by personnel management or human resources management (HRM). According to Business Vocational A Level, personnel management is concerned with looking after the welfare of employees and the day-to-day administration of policies affecting them.
Changing the Roles. Traditionally, HR has been an administrative position — processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, with the emphasis on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people-oriented and protect their human capital, the staff.
HRM – Staff have access to executives and CEO – a culture/ philosophy of treating employees well and a reputation as a great place to work. Company profit sharing, high productivity of people and rapid advancements
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
The management team aims to employ the right persons for the right job to ensure goals are achieved effectively. Human resource management will not just employ employees but will also be responsible in developing and utilizing every individual’s capabilities and talents and bring the most out of it. By doing so, this will help to boost employee morale, motivate each of them to do their best and make them feel that they are not just an employee but also making them feel that they are being treasured and valued which will lead to the attainment of the business
Understanding the strategic potential of HRM is a relatively recent phenomenon. Strategic HRM attempts to bring HRM to the boardroom. It requires personnel policies and practices to be integrated so that they make a coherent whole, and also that this whole is integrated with the business or organisational strategy.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The