Introduction to Human resource management

1.     Introduction to Human Resource Management.

In the first session, today we learned personal management which is started with early industrial revolution and how it changed to Human resources management and contemporary Strategic Human Resource Management. 

Any of the organizations main resource is people. resulting industrial revolution in the period of about 1760 to sometime about 1820 and 1840 transition to new manufacturing process which influence on managing and caring the people instead of slave. Mainly all organizations are either service provider or do production for selling purpose and both of these are really depending with the people. With the competition and the knowledge enhancement HRM became a most important part of the organization.

1.1 What is HRM

Definition:

" Human Resource Management can be recognized as the process of utilizing Human Resource in order to achieve organizational goals and objectives effectively and efficiently.''

"The philosophy, policies, procedures and practices related to the management of people within an organization"


2.     Evolution Of HRM 

Personal Management 
             ⇩
Human Resource Management 
             ⇩
Strategic Human Resource Management


2.1 Early notions of nature of personal management

Early industrial evolution begins in the 18th century, when the agricultural societies became more industrialized. That time personnel had a welfare role. Raise of trade union once finishing slave personnel management more considered. Later raise human relation theories from soft HR tracks through to Mayo (1933), and McGregor (1960). Its recognized that the needs of both organizational and individual need to be recognized.

2.2 Human Resource Management 

Human resource management is defined as a strategic and coherent approach for the organization’s most valued assets behind on the workers. Human resources and the human resource management replaced instead of personnel management to the organizations for managing people. Start with Personnel departments manage the paperwork around hiring and paying people. More recently, organizations consider the HR is more important to the effectiveness of the organization as playing a major role in staffing, training/Development, Welfare and helping to manage people. Then people and the organization are performing at maximum capability in a highly fulfilling manner (McNamara, 1998).

In the global business, HRM is increasingly considered a contemporary development to reshape employment relationships as a tool that may have effectively replaced other management traditions like Personnel Management (PM) and Industrial Relations (IR) (Marchington & Wilkinson, 2002).

2.3 Strategic Human Resource Management

SHRM is defined as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes.
The approach is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need (Armstrong M., Baron A., 2002). It is a general notion of how integration between HR and business strategies is achieved, the benefits of a longer-term view of where HR can get an organization where we want it (Armstrong M., 2006).
In order for HR to be aligned with the business, HR needs to aware the on the business behaviors in future, basically global changes, customer demand and requirements as well as human resource behavior and requirements.

3.     Aim of HRM
Organizational effectiveness - (HRM makes a significant impact on firm performance)
Human Capital management - (HC is the prime asset the aim is to develop the inherent capacities of people)
Knowledge management - (Support the development of firm-specific knowledge) 
Reward management - (Enhance motivation and job engagement)
Employee relations - (Harmonious relationship between partners)
Meeting diverse needs - (Stakeholders, workforce)
Bridging the gap between expected and reality 

4.     HRM process

The process of HRM involves attracting and maintaining a talented and energetic workforce.
the basic goal of HRM is to build organizational performance capacity by rising human capital. to ensure that highly capable and enthusiastic people are always available.
The following are the various HR processes-
·         HR planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff).
·         Employee remuneration and Benefits Administration
·         Performance Management.
·         Employee Relations.
References

    

Burma, Z. A., 2014. Interational journal of education and social science , 1(SEP 2014).

Joy, M. M., 2015. Aims of HRM - human resource management. [Online]
Available at: https://www.slideshare.net/manumelwin/aims-of-hrm-human-resource-management-manu-melwin-joy
[Accessed 25 12 2018].

 


Anon., n.d. Processes in Human Resource Management. [Online]
Available at: https://www.managementstudyguide.com/processes-in-human-resource-management.htm
[Accessed 25 12 2018].

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