Human Resources Management: The Nature Of Human Resource Management

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

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.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

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.

HRM is typically seen as comprising a range of practices, spanning the acquisition of employees, employee development, and employee retention (Stone & Meltz, 1993). Quresh, et al (2010) quoted that human resource management is linked with all the managerial functions involved in planning for recruiting, selecting, developing, utilising, rewarding, and maximising the potential of the human resources in an organisation. Job satisfaction, morale, optimism, and turnover are key drivers of organisational performance (Becker & Gerhart, 1996).

Human Resource Management (HRM) can be regards as the activities undertaken by an organization to operate its human resource. It is regarding how to manage the employees in organization. The activities of HRM covers the planning of human resource (HR), the staffing of the employee which include- the selection; recruitment; placement, training and development, the compensation and benefits strategy of the organization and the industrial relations.

In conclusion, Human resource management is the advanced version of Personnel management. Human resource management basically deals with developing Personnel management skills. It is Human resource management that develops a team of employees for an organisation.

In the past decade, globalization and rapid technology advancement have change the way organisation do business from international conference calls to the hiring of employees. This has also transform how Human Resources Management (HRM) operates.

Prior to the elaboration of the Thesis topic, it is necessary to explain the Human Resources Management is. There is no common definition by scholars, therefore we are not providing one single definition, but we will rely on the book of Torrington et al. on his explanation of the term Human Resources Management. According to them, this divergence is due to the fact that HR is commonly used in two ways. On the one hand HR is used to describe the body of management activities covered in books such as this. In this way HRM is really no more than a more modern and supposedly imposing name for what was long labelled ‘personnel management. (Torrington et al. 2011). On the other hand the term denotes a particular approach to the management of people which is clearly distinct from ‘personnel management’. Used in this way HRM signifies more than an updating of the label; it also suggests a distinctive

Human Resources Management (HRM) terms had widely replace personnel management (PM) as in the process of managing people in the organizations. What actually is human resources management? Well, it is said that human resources management is an organization’s most valuable asset. Organization thinks that human resources department plays a huge role in terms of staffing, training and assisting to manage people so that the employee and the organization are capable to maximize the resources in the organization. (McNamara, 1998). Besides, in the global business, human resources management had effectively replaced other management traditions like Industrial Relations (IR) and Personnel Management (PM) as a tool to reshape

Human Resource Management and personnel managers have different perspectives of conducting. The HRM is source based in other words its’ main concern is to fulfill the managements’ needs,

Human resources management (HRM) is concerned with the ‘people’ management. HRM is a term increasingly used to refer to the philosophy, policies procedures and practices relating to the management of people within organization. Since every organization is made up of people, acquiring their services developing their skills, motivating them to higher levels of performance, and ensuring that they continue to maintain their commitments to the organization are essentials in achieving organizational objectives. Organization is able to acquire, develop, stimulate and keep out standing workers we both effective and efficient. Organization that are inefficient risk the hazard of standing or going out of business.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

Human resource management is the art and science of managing people. The scope of HRM has broadened substantially due to an improved approach towards behavioural sciences and advances in training. New trends seem to have emerged managing the employees who are known as knowledge workers. HRM is now an integral function in today’s corporate world.