Introduction:
Human
resource management is concerned with all aspect of how people are employed and
managed in organization. It covers activities such as strategic Human resource
management, human capital management, knowledge management, corporate social
responsibilities, organizational development, resource force planning,
recruitment, and selection and talent management, learning and development,
performance and reward management, employee relations, employee well being and
the provision of employee services for the society.
HRM as
conceived in the 1980 had a conceptual framework consisting of a philosophy
under pinned by a number of theories drawn from the behavioral science and from
the field of strategic management, human capital and industrial relations. The
Human resource management philosophy was heavily criticized in the 1990 by the
academics, but this criticism has subsided, perhaps because it became
increasingly evident that the term ‘HRM’ was being used as a synonym for what
used to be called ‘personnel management’. Human resource practice is no longer
governed by the original philosophy, if it ever was. Human resource management
today is simple what HR people and line managers do. Few reference are now made
to the HRM conceptual framework. This is a pity- an appreciation of the
philosophy and underpinning theories of HRM provides a sound basis for
understanding and developing HR practice.
The Human
Resource Management define as:
1. The
art of procuring, Developing and maintaining competent workforce to achieve the
goals of an organization in an effective and efficient manner
2. ‘HRM’
is the function performed in organizations that facilitates the most effective
use of the people to achieve organizational and individual goals
3. ‘HRM’
is planning, organizing directing and controlling of the procurement,
Development, compensation, integration, maintenance, and separation of
organizational and social objectives are accomplished
Human resource management defined in line with the original concept as a
strategic, integrated, and coherent approach to the employment, development,
and wellbeing of the people working in the organization. It was described more
pragmatically by boxall and Purcell (2003:1) as ‘all those activities
associated with the management of employment relationship in the firm’
The diversity of Human Resource Management:
The practice of HRM can be different to organization
to organization. As pointed out by the Dyer and Holder in 1988 Human Resource
goals vary according to competitive choices, technologies, and characteristic of
employees.
The objectives of Human Resource Management:
The human resource management helps to the
organization to reach the goals and employ the skills and ability of the work
force efficiently. Human resource management will helpful to provide the well
trained and well-motivated employees for the organization and it increase the
employee’s job satisfaction and self-actualization. Further HRM support for the
develop and maintain a quality work life.
Important of Human Resource Management:
At the enterprise level good HR practices help in
attracting and retaining the best people in the organization and it helps in
training people for challenging roles, developing right attitude towards the
job and the company and promoting team spirit, commitment as well
At the individual level it promotes team work and team
spirit among employees and offers excellent growth opportunities to the people
who have potential to rise, it allows people to work with diligence and
commitment, at the society level employment opportunities multiply
The Goal of Human Resource Management:
The goals of Human Resource Management are to:
1.Contribute the development of high performance
culture
2.Support the organization in achieving its
objectives by developing and implementing HR strategies that are integrated
with the business strategy
3.Ensure that the organization has the talented,
skilled and engaged people it needs
4.Create a positive employment relationship between
management and employees and a climate of mutual trust
5.Encourage the application of an ethical approach to
people management
References:
Boxall, P F (2007) The goals of HRM, in (eds)
P Boxall, J Purcell and P Wright, Oxford
Handbook of Human Resource Management
Armstrong,M (1987) Human Resource Management:
