What Is The Stakeholder Value Of Hrm

According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.

Human resources management is a business department and function that has the strategic approach to the management of the company’s employees. Armstrong (2006, p.3) defines HRM as ‘a strategic and coherent approach to the management of an organisation’s most valuable assets – the people working there who individually and collectively contribute to the achievement of it objectives.’ The HR business function provides an organisation with administrative support regarding the laws and legislation of

One area of specialism is Service, Delivery and Information. The HR professional in this area would be required to focus on the needs of the customer whilst ensuring that they are able to provide an effective and cost efficient HR service.

It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an

Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.

Within this article the author explains about two elements dealing with the Human Resource department within a company. These two elements are whether HR is indispensible or obsolete for companies.

businesses perceive HR to be non-strategic, what failures organizations had to go through due to lack

The human resource management is a discipline of business administration. Studies and investigates all matters relating to the management of human resources of an enterprise. The aim is to ensure at all times the right people in terms of quality and quantity needed by the business and the effective use and exploitation thereof. Is operated of human resources is a major operation, since people are the most important and critical success factor of any organized human activity. This function is now assigned to qualified employees with relevant education and experience.

Today, Human Capital Management (HCM) is much more than managing payroll, benefits, and other administrative aspects of the business. It is a department responsible for taking the lead in identifying the needs of an organization by aligning employee behavior with the culture and strategies defined by leadership.

Human resources management covers all levels ( low ,middle and top) and categories( unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees.

Without HRM practices in place, organizations are likely to suffer in the three areas described above. The importance of HRM as a business function is exemplified in Huselid's (1995) view that HRM practices influence employees' skills and competencies through the acquisition and development of a business's "human capital."

Human Resources Management (HRM) is people who work in an organization. The manager is a person who manages people, leads, facilitates and provide tools for the organization. Human resources management also, sets strategic processes and procedures, run difficult and complex communication as the organization attracts the best talents from the recruiting process.

The HR Function can and increasingly is making significant contributions to building an organization that is staffed by the right human capital to carry out the work of the firm and enable the accomplishment of business strategy. By doing this every end of the corporation will benefit from it, and be able to grow in the business world. (Johnson, 2015)

It is critical for human resources management to be a strategic partner at all times in the business environment. The leaders of management are required to make sound and competent decisions that will have a positive impact on their organization. Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, “the concept of profitability is the primary driving force behind strategic management” (Mayhew, 2015).

* Skills management: HR must identify the skills and abilities of each candidate and train them accordingly. HR must also identify the strengths and weaknesses in each employee and work on ways