Some of the drawbacks of HRM are:
1. recent origin
2. lack of support of higher management 3. improper actualisation
4. development programmes are not adequate 5. inadequate information
1. Recent Origin:
HRM is of recent origin,thus, it lacks universally approved academic base. The term is defined differently by different people.Some think it as a new name to personnel management. Some enterprises have named their traditional personnel management department as human resource management department.
Such superficial actions may lead to failure.A fundamental change in attitudes, approaches and management philosophy is necessary. Without such a change, particularly at the top management level, changing the name of personnel department or
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Improper Actualisation:
HRM must be implemented by assessing the training and development requirements of employees. The aspirations and needs of people should be considered while making human resource policies. HRM is actuated half-heartedly. The creation of some training programmes is considered as the implementation of HRM. With this, management’s productivity and profitability approach remains the same in many organisations.
4. Inadequate Development Programmes:
HRM requires implementation of programmes such as career planning, on the job training, development programmes, MBO, counselling and much more. There is a requirement to create a learning environment in the organisation. In real life, HRM programmes are confined to class room lectures and expected results are not coming out of this approach.
5. Inadequate Information:
Some organisations do not have adequate information about their employees. In the absence of proper information and data base, this system cannot be properly implemented. So it is necessary to collect, store and retrieve information before implementing human resource
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However, it is adequate and conscientious HR management that will build and retain a qualified, well-cooperating workforce and therefore, ultimately, leading to an increase in organizational growth, efficiency, and profitability.The most important tasks of the human resource department are to make sure that the people working in their organisation feel happy, are in the right job and also get the opportunity to upgrade their skills when required.
HR’s task also include the coordination of the recruitment of new employees for vacant positions. This brings up the interesting point of internal recruitment versus external recruitment. Both of them have their importance and drawbacks. Yet, it is the HR department, together with the particular department management, to decide which way to go in certain cases. Here’s the dilemma:
A) When people are hired from the inside the advantage is that they are already familiar with the culture and the work climate, but there is also the disadvantage of having to retrain the ones that are now performing in new positions, and having to fill the jobs thatwere left open when employees got
According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.
Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.
The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.
Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety,
The two approaches to HRM outlined above may not, however, be mutually exclusive and many argue that HRM should allow for mutually beneficial employer and employee outcomes. Heery and Noon (2001), in their analysis of the ambiguity present in the term „HRM‟, state that it is possibly simply a convenient short-hand
HRM is an organization that undergoes the process of managing people in a structure and manner. It is also a process of making the efficient and effective use of human resource so that the goals are achieve. Superior human resources are an important source of competitive advantage. And any factors that allow an organization to characterize its product or service from competitors to increase the market share are called competitive advantage. Competitive advantages can best be achieved by seeking improvement in the managing people, through better utilization of HRM. And also by translating strategy into HR policy and practice to produce the employee competencies and behavior that the company requires.
beginning of 1990s, it has been accepted that in order to improve business performance and develop
Human resource management (HRM or simply HR) is a function in an organization that is designed to maximize an employee’s performance in accordance with an employer's strategic objectives, policies, and system. HR departments and units typically undertake a number of activities such as recruiting manpower, training and development of employees, performance appraisal, and rewarding - managing pay and benefit systems. Additionally, the department deals with industrial relations such as balancing organizational practices that require collective bargaining and government laws.
Human resource is one of the important factors to be utilised for achieving organisational goals. Human Resource management (HRM) is a premeditated methodology to manage the human resource of the organization with the help of functions like recruitment, training and development, utilizing and retaining this asset etc. (Simons, 2011). The nature of workforce in every organization demographically and psychologically vary. Therefore, every organization has its own tailor made HRM policy and the procedures.
Human resource management should ensure that employees should be given continuous training, on-job training, leaning and development so that they can adopt and cope with current changes in business environment as well as prepare them for the future career interest of employee and organisation (Human Resource Management (ganing a competitive advantage), 2010).
Human Resource Management (HRM) is a thorough and a good way to deal with the business and advancement of individuals (Armstrong, M. and Taylor, S. p.1) HRM practice is no more represented by the first reasoning, yet by what the line managers and HR individuals do. Support the organization in accomplishing its targets by creating and executing human asset techniques that are coordinated with the business system. Additionally, add to the advancement of a good performance society; guarantee that the organization has the gifted, talented and drew in individuals it needs. Makes a positive relationship amongst management and employees and an atmosphere of common trust (Armstrong, M. and Taylor, S. p.5). It was guaranteed that HRM was more all
Human resource management is the key to a business that runs smoothly and efficiently. The people that run the HR department have to be knowledgeable in many capacities such as interviewing, training, accounting, and ensuring that everyone is performing their job duties in a high quality way.
“Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization” (Heathfield ?). HRM is focused on how to make the company better with the help of the employees. “The HRM department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation” (Heathfield). Human Resource Management can have a successful impact on organizational performance by having a good employee selection, reducing discrimination in the workplace, and having good employee retention.
Human Resource management is the process under-taken by commercial firms, companies, enterprises and other private organizations to recruit, maintain and inspire their employees. In other words HRM is the package of policies, programs and designed plans which organizations implement in order to make full use of the people they employ, ranging from recruitment and selection methodology (which start the relationship involving the company and employees), to the set of rules that establish how people are treated while in employment, and all the way to policies on end of contract (which determine whether, and in what conditions, an employee is to be let go).
To define what HRM is, it is important to understand what management is. Based on ‘Essentials of management’ written by DuBrin, A.J and Cengage Learning (2010) they describe management as a process in which organisational uses resource’s to achieve objectives . This can be achieve through planning, organizing and staffing as well as leading, motivating and controlling. So if management is to manage resource to achieve objectives then HRM is a “distinctive approach to employment management which seeks to achieve competitive advantage” (Storey 2001).