Literature Review Of Literature On Human Resource Management

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

Human resources management was defined as ‘a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations’ by Boxall and Purcell (2003). Noon, 1992 (as cited in Armstrong, 2014 a, p6) drew ‘doubts of whether HRM was a map, a model or a theory. But it is evident that the original concept could be seen as a philosophy’. The human

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

I strongly believe Human Resource Management is the most appropriate name for the position. It points out the importance of the most valuable resource an organization has, its people, and identifies programs to ensure its most valuable resource is taken care of so the organization can attain its strategic goals and objectives! Human resource management has been called a number of different names in recent history as the duties have grown and matured into the position it is today. Since human resource management was recognized as an independent and important

Human Resource Management as a concept was formalised in the USA in the late 1970s and early 1980s, encapsulated in two famous textbooks (Beer et al. 1985; Fombrun et al. 1984). These approaches varied but both differentiated HRM from personnel management and argued that the former involved more integration of personnel policies across functions and with the corporate strategy (with HR being the downstream function); a greater role for line managers; a shift from collective to individual relationships; and an accent on enhancing company performance.

Human resource management is one of the multi-faceted functions which enable a given organization to keep running in a controlled and well-planned manner. The primary definition of human resource management refers to the "process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities" (managementstudyguide, 2012). A secondary definition of HRM Management involves balancing people and arranging one's workforce from a macro point of view (managementstudyguide, 2012). From this perspective human resources management concerns itself with enabling its employees, developing their skills and objectives and furthering the strength of the rapport between the supervisory staff and team members (managementstudyguide, 2012). Given this dual function and the split focus of human resources management, designating the competencies that a HR practitioner should possess is extremely important.

Human resources management (HRM) is concerned with the ‘people’ management. HRM is a term increasingly used to refer to the philosophy, policies procedures and practices relating to the management of people within organization. Since every organization is made up of people, acquiring their services developing their skills, motivating them to higher levels of performance, and ensuring that they continue to maintain their commitments to the organization are essentials in achieving organizational objectives. Organization is able to acquire, develop, stimulate and keep out standing workers we both effective and efficient. Organization that are inefficient risk the hazard of standing or going out of business.

The HRM activities includes recruiting candidates, selection, orientation, managing their behavior, performance appraisal, compensation, training and development, handling legal issues of employees, and safety (Suttle, 2016). These activities help the company to gain sustainable competitive advantage. From recruitment to safety of employees, HRM department is responsible to handling and managing employees activities. Moreover, the department also provide various career development opportunities to employees for engaging them as longer perspective (habeeb, 2009). Within the Enterprise, the HRM activities presented and focused to attract existing employees and retain them for longer duration. They provide opportunities for career development so in this way they are retaining them respectively. Their goals are achieved in competitive manner by the help of HRM activities because of managing activities in proactive

Human Resources managers are the most important features of any business especially in an economy where there is an increasing shift towards service based industry. Price (1997) for example argues that HRM account for a great proportion of many business costs and it is the people that drive business. Through the key components of HRM such as recruitment and selection, training and developments, the essay will argue on the importance of HRM in organizations and how it contribute to organizational strategy. According to Beardwell (2007), in the previous years, there have been increasingly rapid advances in the field of HRM. The management of people within organizations has moved from the sideline to central stage. This has enabled

Human Resource Management is the process of acquiring, training, appraising and compensating employees, and of attending to their labor relations, health and safety and fairness concern. “Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personal techniques” Storey (1995)

Consequently, is it not surprising that the literature of the 1990s points to human resource management’s development into a prevailing application of research. Marciano (1995) suggests that human resource management had practically displaced “personnel and in many schools threatening to supplant industrial relations and organizational behavior” (p. 223). Yet, at the same time defining human resource management was elusive with the inability “in identifying its boundaries, or in distinguishing it from related disciplines” (p. 223).

Understanding the relationship between human resource management and organizational outcomes is one of the long-standing goals of macro human resources management research. – Kaifeng Jiang et al 2011

Human resources are without a doubt the most important asset of any organisation and a resource which needs to be managed, but as Mullins (p.749) states, it is important to remember that unlike physical resources, people are not owned by the organisation. Human resource management is known to be one of the key management areas and is an essential part of every organisation. Certo defines management as the process of reaching organisational goals by working with and through people and other organisational resources. Human resource management is usually defined in broad but very common terms. A definition by Fisher et al. states ‘Human resource management

The research is based on the analysis of previous information available related to the topic. It is more qualitative in the context and based on observations. The main thrust of the paper is more interpretive. The aim has been set in order to sketch out a credible narrative. The study is focused strongly on the historical depth of the evolution of human resource management. The perspective has been divided into segments and tried to understand the narrative in terms of historical and cultural aspects of HRM. Also, the other segments linked are political, legal, economic, demographics and management. The studies mentioned in the literature review directs us chronologically on how the changes took place. Quantitative analysis of the study is not possible as it is hard to gather data on ground and to form a narrative. In qualitative analysis a

The human resource is considered as the backbone of any economic enterprise i.e., public, private or corporate. The term human resource management refers to the task of handling people who belong to different strata of the society, i.e., students, employees, employers, the self-employed, sportsmen, housewives etc. For the successful functioning of any business organization, finance, machines, materials and manpower or the human resource occupies a very important place. The term “human resource” with reference to an organization, refers to its employees. The human resource is the most dynamic and important and various kinds of resources that are needed to more the wheels of