HRM is useful not only to organization, but the employees working therein, and also the society at large also find it useful. The objectives can be as under: HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so as to help them to attain efficiency in their operations and attainment of goals to attain efficiency.
HRM Origin, Development and Policy Goals Focus in Management is on efficient and effective use of resources to satisfy organizational objective, The Concept of HRM was first defined by Bakke inwho was of the opinion that as with all other resaources in the business that needs to be properly managed and utilized, the optimum utilization of Humans as resource is inevitable for the success of any business organisation, thus the term Human Resource Management was coined.
Origin of HRM Focus in Management is on efficient and effective use of resources to satisfy organizational objective, The Concept of HRM was first defined by Bakke inwho was of the opinion that as with all other resaources in the business that needs to be properly managed and utilized, the optimum utilization of Humans as resource is inevitable for the success of any business organisation, thus the term Human Resource Management was coined.
Bakke wrote that: The ultimate desire is to achive the business mission but through focus on individuals who are entrusted to carryout business activities, this could be done through variety of means, for instance, development of skills base, make business environment where effective results could be attained and creating a communicative and network environment where knowledge sharing is a normal activity.
The Development of the Concept of HRM Two schools of thoughts exist on the issue of how different is HR from Personnel Management, the first is of the opinion that HRM and Personnel Management are just terms, both have sames processes and what is now called HRM was previously known as personnel management, Armstrong belongs to this school of thought and called HRM a virtual replacement of the term 'personnel management', with almost no different between HRM and PM.
It could indeed be no more and no less than another name for personnel management, but as usually perceived, at least it has the virtue of emphasizing the virtue of treating people as a key resource, the management of which is the direct concern of top management as part of the strategic planning processes of the enterprise.
Although there is nothing new in the idea, insufficient attention has been paid to it in many organizations. They further noted that HRM is more holistic than traditional personnel management.
HRM Policy Goals Strategic integration HRM Strategies shall from from the Organisational Strategies, it is off utmost importance that HR Strategies are inline with the Organisational Startegy, that would help establish a direction, focus and unified approach to business performance, for instant if Organisational Strategy is focused on Improving Business Performance through Quality that HR strategies shall focus on how to improvde the quality of the employees, how to enhance employee learning, how to create an environemt where the focus is on knowledge sharing, building networks of information.
High Commitment HR needs to bring positive change in both the Attitudes and Behaviours of the employees, Behavioural commitment to act in a way that would aid in attainment of the agreed goalswhereas attitudinal commitment reflected in a strong identification with the enterprise through change in values of the employees, bringing positive change in liking for the organisational objective and believing in the vision and mission of the business enterprise.
High Quality High Quality is the utmost objective of any business firms for the products and services it produces, its about taking actions that ensures efficiency and effectivenessit requires management to ensure quality business environemt, provision of quality resources and investment in high quality employees.
An appraisal of corporate human relations, Archon, Hamden. Armstrong, M Human resource management: Guest, D E a Human resource management: Personnel Management, January, pp Guest, D E Personnel management: Storey, J ed Human Resource Management: A critical text, Routledge, London.Guest’s model of HRM.
Based on Human Resource Management, 4th edition, by Alan Price David Guest's (, ) model of HRM has 6 dimensions of analysis: Like its American predecessors, this UK model is unitarist (tying employee behaviour and commitment into the goals of strategic management) and lukewarm on the value of trade unions.
Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions..
The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence. Focus in Management is on efficient and effective use of resources to satisfy organizational objective, The Concept of HRM was first defined by Bakke in , who was of the opinion that as with all other resaources in the business that needs to be properly managed and utilized, the optimum utilization of Humans as resource is .
4 Goals of Human Resource Management 1 1 Human Resources Goals and Outsourcing • Employment Practices Liability (EPL) insurance policy. HR Allen Consulting Services© 4 Goals of Human Resource Management 2 2 • Training your managers proactively on managing and firing.
ADVERTISEMENTS: HRM in people centric industry is concerned with the ‘people’ dimensions of the organization. In order to achieve the objectives as stated above, HRM must perform certain functions. Generally, it is said that to achieve the organizational objectives, retailers must set up a proper correlation between the objectives and the functions.
4 Policy Goals Of Hrm HRM GOALS HRM has three basic goals, which contribute to achieving management objectives: First goal is integration of HRM in two senses: integrating HRM into an organization’s corporate strategy, and ensuring an HRM view in the decisions and actions of line managers.