There are many business leaders such as John Chambers of Cisco Systems & Howard Schultz of StarbucksTM who consider the employees of their organisation as their assets and want to ensure that the talent that they have is retained and work with same amount of excitement and satisfaction for years to come (Jackson, Schuler, & Werner., 2009). These manpower resources who work in organisations performing various jobs in return for payments, incentives and other benefits are called Human Resources (H.R) and the people who manage the resources i.e their recruitment, salaries, performance evaluators are known as Human Resource Personnel’s (What is Human Resources, 2010). Human resources drive the company to do the best by using finance, knowledge and other available resources. These human talents must be managed and cared for to ensure the organisational goals are attained. The function that enables this task is called Human Resource Management (HRM) (Bohlander, G. & Snell, S., 2007). HRM ensures that the Human talent is effectively utilised by doing the following basic functions such i.e manpower planning, recruiting, managing performances, training, development, salaries, benefits and industrial relations (Dowling, J. P., Festing, M., & Engle, D. A., Sr., 2008). Wilton (2011, p.6) states that decades ago organisation had a separate department which was considered to be more administrative in function such as working on payroll, leave record keeping, conducting safety related trainings and dealing between trade unions (industrial relations) etc known as Personnel Department which managed HR activities as well. However, in mid 1980’s focus was shifted to more of people management techniques which has now emerged to become people ... ... middle of paper ... ....com/?What-is-Strategic-Human-Resource-Management?&id=549585 Storey, J. (2007). Human Resources Management : A critical text (3rd ed.). London: Thomson Learning. Storey, Wright, Ulrich. (2009). Routledge companion to Strategic Human Resources Management (1st ed.). New York: Routledge. The Service Sector, High employment with low productivity growth prospects for emerging economies. (2010). Accountancy Business and the Public Interest , 9, 125-146. What is Human Resources. (2010, September 17). Retrieved from http://www.hrconsultingadvisor.net: http://www.hrconsultingadvisor.net/hr-backbone-of-an-organization.html Wilton, N. (2011). An Introduction to Human Resource Management. London: Sage Publications. Wright & Boswell. (2007). Desegregating HRM : A review and synthesis of Micro & Macro Human Resource Manaagement Research. Russian Management Journal , V5, N1.
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Hailey, V. H., Farndale, E. & Truss, C. (2005) ‘The HR department’s role in organizational performance’, Human Resource Management Journal, 15(3), 49-66.
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
Torrington, D., Hall, L., Stephen, T., and Atkinson, C., 2011. Human resource management. 8ed. Essex: Pearson.
Schuler, R. S. and S. E. Jackson (2008). Strategic human resource management, John Wiley & Sons.
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
1. Mello Jeffrey A. (2002) Strategic Human Resource Management. South Western Press, Canada. 2. William P. Anthony et al (1999) Human Resource Management: A Strategic Approach. Harcort, Inc., USA
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.
Human resource management is the vital and intelligible way to deal with the administration of an association's most esteemed resources or assets, the general population working there who exclusively and on the whole add to the accomplishment of the targets of the business. (‘HUMAN RESOURCE MANAGEMENT & COMPANY PERFORMANCE: WHAT DO WE ACTUALLY KNOW? Keywords human resource management company performance high involvement work systems quantum human resource management JEL classification O15’, 2015) The expressions "human resource management" and "human resource" (HR) have generally supplanted the expression "personnel management" as a depiction of the procedures included in overseeing individuals in associations or organizations. Human resource management is both a scholastic hypothesis and a business practice that addresses the