Importance Of Hrm Contribution To Personnel Management

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At present then, the contribution of HRM in improving a firm’s performance and in the overall success of any organisation (alongside other factors) is being highlighted in the literature (see e.g. Guest, 1997; Schuler and Jackson, 2005; 2007). The main aim for now would be to define the HRM. First of all, Stephen Bach noticed that decade ago people have argued about the definition of HRM, it happened due to the fact that people have not had the knowledge in this area as it is now. In Managing Human Resources: Personnel Management in Transition, Stephen Bach (2005:3). However, Bach (p.4) shows that the debate has not finished because he disagreed with Boxall and Purcell's (2003:1) statement that HRM is about: "... all those activities associated with the management of the employment relationship in the firm". The term 'employee relations' will be used as an equivalent term as will the term 'labour management'." The definition of Boddy was very similar to Boxall and Purcell's,so he announced that it is everything what connects the management of work and people in the organizations. (Boddy, 2011:328). Also, there is another, but more extensive definition: “ The process and practice of managing and advising management on the recruitment, selection, and development of staff in an increasingly complex legal and social environment with the aim of achieving the organization’s objectives as they are made sense of by its managers or consultants” (Clegg et al, 2011:663). According to Legge, HRM is divided by strategic model and traditional model. Generally, human resource management models connect HRM strategy with the implementation of human resource functions such as hiring, training or development, and motivation. The hiring function ... ... middle of paper ... ... what Staw (1986) described as the continuing search for the happy, productive worker".(Guest:11) Survey of 1,000 firms in the US identified a positive relationship between HRM and improved organisational performance (Huselid, 1995). West et al (2006) found that HRM practices had a positive effect on the quality of patient care in hospitals In summary, it may be argued that while there is a growing body of theory and empirical research demonstrating relationships between HRM policies, collective employee attributes, and firm outcomes, additional studies in this area are needed (Harter, Schmidt, & Hayes, 2002; Purcell & Kinnie, 2007). Furthermore, although it was accepted that HRM is positively related to organizational performance, there is a great need for additional evidence to support the HRM-performance relationship from different contexts (Gerhart, 2007).

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