Hrm Is A Process Of Managing People

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Human resource management refers to the process of dealing with people or controlling them. It plays an important role in effective utilization of human resources and bringing effective people in an organization (Attridge, 2009). With the following research at DaVita, one shall come to know about the standard model of HRM and how it is employed in the strategic planning of an organizational structure.

• Human resource management is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives. The human

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

organization. HRM is the process of managing people of an organization with a human approach. Human

One of the most useful definitions of Human Resources Management (HRM) is “ HRM involves all management decisions and practices that directly affect or influence the people or Human resources who work for the organization”. - By Fisher,

Human Resource Management (HRM) can be regards as the activities undertaken by an organization to operate its human resource. It is regarding how to manage the employees in organization. The activities of HRM covers the planning of human resource (HR), the staffing of the employee which include- the selection; recruitment; placement, training and development, the compensation and benefits strategy of the organization and the industrial relations.

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

HRM is typically seen as comprising a range of practices, spanning the acquisition of employees, employee development, and employee retention (Stone & Meltz, 1993). Quresh, et al (2010) quoted that human resource management is linked with all the managerial functions involved in planning for recruiting, selecting, developing, utilising, rewarding, and maximising the potential of the human resources in an organisation. Job satisfaction, morale, optimism, and turnover are key drivers of organisational performance (Becker & Gerhart, 1996).

The phrase of “Human Resource Management” first came into existence when the organizations started to treat the people in their constitution as a resource. Since the development has brought the huge organizations into the scene the employee needed to be managed in a better and improved way. What was once called as “personnel manager” now has given its’ place to HRM and gained a deeper and more complicated meaning. Different than the personnel manager HRM can be treated more as an administrative based term because it rather focuses on managerial authority when it comes to the employee management concerns.

Finding and keeping talent in the healthcare field provides unique challenges to human resource management (HRM) seeking to build a stable workforce. The practice of attracting potential employees and encouraging them to apply for positions with an organization is defined by human resource management as recruitment (Recruitment, n.d.). HRM understands that the development and maintenance of a workforce is built upon organizational recruitment. The stability of an organization relies on the ability of the recruiters and HRM to use the tools they have available to recruit the most highly skilled and talented professionals in the field to work for their company. Recruitment is vital in the success of organizations. Having the necessary talent to meet the demands of the organization depends upon the ability of HRM to attract, hire and retain professionals who have the needed skills.

Human Resource Management (HRM) is a strategic team/ member of staff that is placed in charge of people affecting an organisation this could be consumers or most importantly staff. This is an important area within a company that focus entirely on the people that interacts with companies according Beer et al, 1984 (as cited

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.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

in Exhibit 1-2. As responsibility of HRM rests with every manager, it is vital for every