Human Resource Management (HRM) Essay

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

According to Storey (2001:5) Human Resource management is defined as ‘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 integrated array of cultural, structural and personnel techniques.’

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.

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Modern Management considers human being as resource and it is important for the success of any organization. Every organization attempts to survive and grow and it is difficult in a global economy characterized by cut throat competition, increasing cost, expanding power of labour, rapid technological changes, growing customer expectations etc.

Human resources strategy as well as other strategy of business components will need to be able to follow after some kind of business strategy. If the business is to be successful, or "Strategic", human resources professionals will have to be the ones that must recognize the business of their organization and also communicate the language of both the finance and business finance. Whenever this is done right, human resources professionals will have the knowledge to establish a strategy together and then make arrangements consistent with business needs. Moreover, some of strategy is the capability to acquire "buy in" from key shareholders. HR method can comprise of a lot of various elements that have something to do with human capital. Traditionally, a lot of these could be things such as benefits, recruiting, compensation, and risk management of individuals concerns, total rewards, employment law, and more. If all of these concerns come close to the human capital, it would be suitable for human resources management to assist in putting together a strategy. In addition to the old-style places of human resources, other things can be included such as that was not generally thought to fall within human resources. For instance, if the sales individuals in a company are not creating, Human Resources can turn out to be a highly

It is without question that there are many vital theories within human resources that help human resource personnel to manage and direct the efficiency, productivity, and utility of their respective workforces. As such, the field of human resources is diverse and necessarily covers a very large range of key issues. However, the fact of the matter is the human resources department operates as a means of fulfilling two distinct roles. The first of these roles is obviously the need to provide the workforce of the entity/firm/organization in question with an internal advocate that they may utilize as a means of making the most of the work environment. Secondly, human

For years, businesses relied on personnel departments for the management of their employees. The primary concerns of the personnel departments included attendance records, benefits, and salary. Therefore, the personnel departments did not consider the importance of contributions a company’s employees made to the business. These contributions included such things as diversity and intellectual capital. As businesses began to expand globally, they began realizing the importance of their human resources. Thus the concept of Human Resources (HR) management began to emerge as an outgrowth of the personnel departments.

I asked all 60 people on whom I did my survey that did they complete any Human resource management course. On those 41% people said they already did 1 course. 24.6% BBA students said that they did two courses. 11.5% people on them said that, they had completed more than 2 courses that mean they are doing major on HRM. Rest 23% people are saying that they did not do any HR course yet.

As a result of becoming „perfect agents‟ of top management in enforcing organisational strategy, it is argued by some, therefore, that HRM has lost sight of its essential role in supporting employees (Kochan, 2004; 2007). As Kochan (2004: 134) notes at the end of the 1990s „HR professionals lost any semblance of credibility as a steward of the social contract because most HR professionals have lost their ability to seriously challenge or offer an independent perspective on the policies and practices of the firm‟.

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

Human resource department also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from