Case Study Of Human Resource Management

Human resource management refers to the process of dealing with people or controlling them. It plays an important role in effective utilization of human resources and bringing effective people in an organization (Attridge, 2009). With the following research at DaVita, one shall come to know about the standard model of HRM and how it is employed in the strategic planning of an organizational structure.

* HRM is he management process concerned with efficient and effective utilisation of the organisations employees through the development of policies procedure practices so that the objectives of the organisation are achieved in the long term.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization and also HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance

Human Resource Management is commonly known as manpower planning, which is an approach to the management of people in an organization. In the past few years, human resource management has become an integral function across many organizations and a specialized area of study. The increased focus is primarily because of the recognition of the fact that employees play a crucial role in the accomplishment of the overall objectives and goals of the organization. Generally, human resource management aligns the skills of workers with the current and future organizational needs and utilizes the employee skills towards the attainment of the desired goals. In addition to human resources being an exclusive department across several organization human resource management is considered as a major department to the extent that its part of an organization's top management.

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 resource management is very crucial for every organization. “Human Resource Management (HRM) is a management function that helps manager recruit, select, train, and develop member for organization” (Aswathappa, 2005, p. 5). In general, human resource management has three major functions which are human resource development, staffing, and compensation.

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.

Print publication date: May 2010 Print ISBN-13: 9780199207268 Published to Oxford Handbooks Online: May-10 Subject: Business and Management, Human Resource Management, Organizational Theory and Behaviour DOI: 10.1093/oxfordhb/9780199207268.001.0001

To simply define Human Resource Management (HRM), it is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.

HRM means to Select, Develop, Motivate and Maintain human resources, in the organization. It first selects the right human resources or staff (i.e. managers and employees). It trains and develops them. It motivates them by giving them recognition and rewards. It also provides them with the best working conditions.

HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural, and personnel techniques. (Storey, 1995)

Moreover, the management of human resources is a particular method of employment management which seeks to achieve competitive advantage through the strategic development of a workforce more dedicated and capable, using a variety of techniques integrated cultural, structural and personnel (Boxall et al., 2008; Legge, 1989)

HRM helps in improving the working environment of the company and works in benefit of the common employee to increase everyone’s performance to get better results. HR professional’s responsibilities vary from quality recruitment & hiring through

“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.

The strategic importance of HRM means that a number of key concepts must be applied.