The concept of Human resource Management

The concept of Human Resource Management

                                                                                                              

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’

Picture 01. Functions of Human Resource Management

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: