The extract from Schuler R S ‘Repositioning the Human Resource Function’ suggests that in the future, the function of human resource management would work up to matching the same importance as other functional areas within a firm. In order to fully discover the future direction of human resource management and whether the function will be of the same level of importance as other functional areas, it is necessary to examine the areas in which
Schuler mentioned. The areas within human resource management that are to be examined are performance management, recruitment and selection and talent management; current issues of human resource management can also have an effect of the future direction of the functional area.
Armstrong (2009) defines human resource management as a comprehensive and coherent approach to the employment and development of people and that it can be regarded as a philosophy about how people should be managed that is underpinned by a number of theories relating to the behaviour of people and organisations. Where Armstrong discusses the ‘behaviour of people’ meaning employees within an organisation, he supports Schuler’s extract of how ‘properly motivated and committed employees can add immeasurable value to an organisations bottom line’.
There are a number of goals within the function of human resource management which are vital to the organisation and its development. These include supporting the organisation in achieving its objectives, to contribute to the development of a high performance culture and ensuring that the organisation has the correct staff that it needs, creating a positive relationship between management and employees and encouraging the ethical approach to people management. These goals are set...
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...nse to any new demands and to develop performance as a whole. Feedback on the roles, looking into strengths and building on them and agreeing on areas of improvement are all steps which are required in this stage, from this any new ideas are then developed again and continued into the planning stage.
Human resource management has been highlighted as the practice that is going to help organisations win in the future and that performance management is a key strategic contribution in this action. By directing employee behaviour towards the organisations’ goals and monitoring their behaviour to ensure that the goals are met, is just two ways in which employee job performance can be improved. Deming’s plan-do-check-act model is a great example of a way in which performance management can continue to grow in the future and give the organisation a competitive advantage.
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
There are several aspects involved in human resource management. The topics we will focus on are: recruitment of personnel, training and development function, and performance appraisal. We will also examine how these topics are related and how they fit into human resource management.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
A wide-ranging Human Resource Management Strategy plays a fundamental role in the attainment of an organisation 's overall strategic objective and perceptibly illustrates that the human resources function fully understand and support the route along which an organisation is moving. A comprehensive HRM Strategy will also sustain other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
Human resource management is a wide and significant concept that allows organizations to execute business procedures to be at its best. It is necessary that proper balance be formed in order to allow organization to grow and expand at a continuous manner. This means a lot from the perspective of seeing to it that the control is likely to be formed upon one or the other relevant areas as well. Primarily, human resource management aims upon raising the effectiveness and involvement of employees just as to make goals and objectives achievable and attainable.
The success of a business depends on the capability of its employees. A businesses success is anchored on the input of his manpower separate from the technological needs. Capital and technology can be generated, however, it is human resources that are necessary for the success of and propelling through the challenges an organization might face. Essentially, nowadays cautious administration of employees’ vital asset requires a key Spotlight on Human Resources Management in a firm. Past exploration on HRM acknowledged that workers make a vital wellspring of upper hand for companies.
One of the first explicit statements made on Human resource management was given by Michigan School (Fomburn et al, 1984) where they said that human resource systems and the organization structure should be managed in a way that is congruent with organizational strategy. Human resource management is a strategic approach of managing people in an organization. It is also sometimes considered synonymous to personnel management. Miller (1987) suggests that HRM is all about those decisions and actions concerning the employees at all levels and are related to the strategies that aim to gain competitive advantage. HRM is a wide discipline which deals with recruitment, induction, payroll, employee management, time management, performance appraisals, training, retirement, termination and other. A very important aspect of HRM is performance management, which involves informing company‘s goals and mission to the personnel, setting standards of performance, evaluating and measuring them, helping employees to improve and grow further. The goal of HRM is to help an organization to meet strategic goals by attracting and maintaining employees, and also to manage them effectively.
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.
However, the true impetus driving these attributes of success results from employees. The act as the success catalysts in raising the competitiveness of the firms and their failure or absence is likely to cause a vacuum through which any organization would fail and disappear into obscurity (Kaliannan & Adjovu, 2015). Consequently, human resources (HR) policies have to be compatible with business strategic planning. It would be inappropriate to consider employees as variable expenses. Rather, they ought to be categorized as assets bearing in mind that they are precious and a critical source of competitive advantage as their skill, capabilities and experiences are for the benefit to the company. Thus, the human resources management practice adopted to the by the company need to contribute in improving performance to grow and gain sustainable competitive advantage (Paşaoğlu,
Human resources has been defined as the personnel of a business or an organization, considered an asset in terms of the skills, competencies and abilities they are equipped with. This is regarded as one of the most important elements in the successful performance of business ventures due to the fact that they play a major role in the implementation of business planning, setting future goals and working on daily business operations. According to Ruth (2016), human resources help in the control of the budget, the improvement of the performance and in the sustainability of the business. From all this information, it is clear that it is important to have effective, professional and perfectly-performing human resources. In the business context, human resources are perceived in different ways depending
The article Human Resource Management (HRM) by Reference for Business is informative, educational, and provides a full concept description of Human Resource Management. This article provides 8 key topics. The first topic is human resource management (HRM), for instance," Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources". This basically summarizes and gives you a preview of what the role of human resources management is and what the article is about. The
There are many emerging challenges that are evolving in the human resource management profession. Due to these challenges the role of human resource management has changed. These changes have increased the pressure on human resource management. Srivastava (2012). Today human resource management personnel role is to attract, retain and nurture talented employees.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.