Notes On Human Resource Management Essay

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization and also HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance

This exam has two (2) parts – multiple choice and short answer essay. Circle the correct answers

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

HRM is of recent origin,thus, it lacks universally approved academic base. The term is defined differently by different people.Some think it as a new name to personnel management. Some enterprises have named their traditional personnel management department as human resource management department.

Human resource management is the governance of an organization 's employee. HRM is sometimes referred to simply as human resource. HRM is the process of recruitment, selection of employee, providing proper orientation and induction providing proper training and the developing skills, assessment of employee, providing proper compensation and benefits, motivating, maintaining proper relations with workers and trade unions, maintaining employee safety, welfare and health by laws.

The evolving nature of the economy has shift people’s attention to the term ‘Human Resource Management’. Human resource management according to Danny Samson refers to "the activities undertaken to attract, develop and maintain an effective workforce within an organization" (Samson & Daft 2005). Since human resource management it mainly dealing with workforce, employee motivation is one important component of this area. Employees’ level of motivation is a crucial component in determining a company’s performance (McKanic 2005). Hence, it is not surprising to find that the most requested article in history of Harvard Business Review publication is Frederick Hertzberg’s 1967 article entitled " One More Time : How Do You Motivate Employees?"

The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. There are many areas to the HRM process such as Human Resources Management and being a manager, being an employee and their goals, Human resource planning and recruitment, and selection, performance management, EEO and Affirmative Action, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations. Identifying the main issues, identifying current and future pathways is all part of the Human resource management field.

Human resource management (HRM) can broadly be defined as a strategic and coherent approach to the management of an organization's most value asset - the people work there, who

Human Resource management is the process under-taken by commercial firms, companies, enterprises and other private organizations to recruit, maintain and inspire their employees. In other words HRM is the package of policies, programs and designed plans which organizations implement in order to make full use of the people they employ, ranging from recruitment and selection methodology (which start the relationship involving the company and employees), to the set of rules that establish how people are treated while in employment, and all the way to policies on end of contract (which determine whether, and in what conditions, an employee is to be let go).

Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business Partner can contribute to an organisation’s competitive advantage. The objective of this literature review is to provide a reasonable understanding regarding the various roles and structures in Human Resources. It looks at changes, barriers, challenges and the implication of those changes faced by a Human Resources Business Partner when moving into the role of strategic business partner.

Human resource managers are known for providing information of framework for employment decision, as well as the management actions by means of employment policies rather than trying to structure the employment system to implement/concentrate strategies. (Hendry. C, 1995:5). There are two ways in which to define HRM. One being that it is the body of management with 15 different activities which are; recruitment, selection, economic downturn, change,

Personnel management approach tends to work toward establishing rules, procedures and policies and attempts to monitor and apply compliance to such regulations, with careful description of written contract. Whereas the human resources management approach tends to go easy with the rules based on the business needs and tries to understand the employees thru talking to them regarding their problems in order to satisfy them. In other words human resources management lean towards workers to help them get their needs rather than just applying the contract rules.

The significant distinction between personnel management versus human resource management is that while personnel management is the customary methodology comparatively human resource management uses a contemporary approach in dealing with people within an organisation.

Human resource is a vital component of every organisation for their effective function and achievement of their objectives. This report includes the information regarding the needs of successful human resources in an enterprise along with the performance management system of the external business (CE Construction Pvt Ltd. Kathmandu, Nepal). The main aims of this report are to learn about the performance management system in the external environment and to implement those gained knowledge in my business.

HRM is directly concerned with the "people" of the organisation. It is people oriented process. That is, it manages people at work.