Moving From Control To Commitment. The Perspective On Managing

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 involves workers who are in charge of the organization and responsible for implementing strategies and policies that relate to the management of individuals. It is a very important part of a company’s success and ultimately decides how much the company can grow and achieve (Vasquez, 2003). Human resource managers seek to achieve this success by arranging the supply

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 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

Buckley, R. M., Fedor, D. B., & Ferris, G. R. (2002). Human resources management: perspectives, context, functions, and outcomes (4th ed.). New York: Prentice Hall.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

3 “Maslow’s Hierarchy of Needs” clearly motivates employees by meeting their self-actualisation needs by offering career progression, introducing new elements to a role, developing supportive training and personal coaching.

Years ago, workers were treated as slaves and considered as commodities coupled with extremely bad and unhygienic working conditions, negligible or extremely poor wages, long hours of work- from dawn to dusk and so on. Today, people are considered to be an invaluable asset for any organization. Several factors joined hands to change this environment. Years ago, Human Resources (HR) was may be all about ‘production and getting the work done’, but now it is a major management function that explores several activities that are vital to effectively manage employees. Years ago, during the Factory Era or the Industrial Revolution period, the focus was on mass production and specialization. The Production Era then focused on the Scientific Management Movement that meant exclusively improving productivity and manufacturing methods. This was when the concept of

Different Human Resource specialists from all over the world have come up with their different thoughts and perspectives about the human resource management in an organization. They also came up with the models, theories and the working principles of the human resource management. It is very obvious that the basic motto of human resource management all over the globe is same and so, the basic structures of all the models and theories described by everyone were same. Some of the most famous human resource management are:

The purpose of this paper is to analyze whether the needs of the employees, of HRD Department of the company, I used to work for, are relevant with the Maslow's Need Hierarchy Theory or not. In order to analyze above purpose, I have concentrated on five employees, after dividing them into four groups by the level of their education, income, and responsibility. Five levels of Maslow's Hierarchy of Needs are : Physiological, safety and security, belonging and love, esteem and the self-actualization need.

This paper reviews and explains why organisations are increasingly taking a more strategic approach to managing their human resources function and integrating this function with the corporate strategy development of the organisation. The paper is divided into three key parts:

Maslow 's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943 paper, “A Theory of Human Motivation”. His hypothesis stated that within every human being there exists a hierarchy of five needs. These needs are physiological: hunger, thirst and shelter; safety: security and protection from physical and emotional harm; social: affection, acceptance and friendship; esteem: self-respect, recognition, autonomy, and achievement; and self-actualization: the drive to grow and become something, achieving potential and self-fulfillment (Maslow, 1954). Maslow is still relevant to managers today. In order to motivate someone a manager must understand what level of hierarchy the person is on and focus on satisfying that level and those above it. The manager must also account for an individual’s intensity, direction and persistence since this also affects how a person attains their goals (Robbins & Judge, 2007).

The term ‘Human Resource’ originated in the United States (US). Its use was primarily limited to US until 1980’s. Marciano (1995) defines people management in 3 ways: it is a management philosophy that employees are valuable resources rather than expenses, a synonym of Human resource management (HRM) and it is a camouflaged method of managerial control.

Human resources are inimitable, appropriable, valuable and scarce, and nonsubstitutable asset which can create competitive advantages. People and their skills are the one thing that competitor organizations cannot imitate. So, human resource management is firmly embedded in important business strategic levers to ensure continuing success. Human resource management is a blend of human capital management practices which is required for both corporate practices as well as image of the company. “Human resource