Strategic Human Resource Management

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.

​The key functional areas of Human Resources Management are: analysis and design of work, recruitment and selection, training and development, compensation and

Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives.[1] HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding

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.

There are two types of rewards; monetary and non-monetary. Monetary rewards consist of things like pay, bonuses, profit sharing, share bonus schemes and fringe benefits. Whereas non-monetary rewards include positive feedback, employee of the month awards, certificates of appreciation and promotion. Rewards systems should include the following to insure fairness to all parties; show respect for individuals, operate with procedures that are fair to everyone and to be plain and blunt about the basis of decision making. Rewards aim to motivate staff and draw high-quality employees.

The Human Resources Management (HRM) area of business focuses on utilizing people as business resources. The HRM is

Human resource management is very crucial for every organization. “Human Resource Management (HRM) is a management function that helps manager recruit, select, train, and develop member for organization” (Aswathappa, 2005, p. 5). In general, human resource management has three major functions which are human resource development, staffing, and compensation.

Prior to any discussions regarding HRM alignment with business strategy, it is necessary to distinguish the role of traditional HR from the role of strategic HRM. The Journal of Management published an excellent article written jointly by Brian E. Becker and Mark A. Huselid. The article was entitled Strategic Resource Management: Where Do We Go From Here? Becker and Huselid made a distinction between Human Resources and Strategic Human Resource Management. According to Becker and Huselid, the distinction between HR and HRM centers on two important facts. First, traditional HR focused on individual performance and in contrast, HRM focused on organizational performance. Second, HRM uses human resources systems to solve business problems conversely, traditional HR kept human resource functions separate from the business functions (Becker & Huselid, 2006).

Development on the other hand is not primarily skills oriented. It provides general knowledge and attitudes which are helpful to employers in higher positions. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis. Many employees are chosen specifically for programs to develop them for future positions. This is decided on the basis of existing attitude, skills and abilities,

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.

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 (HRM), most crucial department or workforce in any organisation small medium sized or big. Overseeing individuals in association is an essential movement under HRM. Sims (2002:2) characterizes HRM as "the logic, arrangements, strategies, and practices identified with the administration of an association 's representatives". HRM is basically concerned with all the exercises that add to effectively drawing in, creating, propelling, and keeping up a high-performing workforce that outcome in authoritative achievement. Inyang (2001:8) considers HRM as "a set of association wide and individuals situated capacities or exercises deliberately intended to impact the viability of representatives in the association". HRM as an unique way to work administration which looks to accomplish a game changer through vital sending of

Managers get the work of an organization accomplished through others. Therefore, managers at every level of the organization should be concerned with Human Resource Management (HRM), which is the utilization of individuals to achieve organizational objectives. A human resource manager is an individual who normally acts in an advisory or staff capacity, working with other managers regarding human resource matters. All human resource management functional areas are highly interrelated. Management must recognize that decisions in one area will affect other areas.

Human resource management (HRM) defines as an administrative process which manages and deals with the company’s employees to assist in achieving the company’s goals (Grimsley 2015). The role of HRM is to offer support in human resource matter to all employees. There are four functions of human resources which are recruit people, select best candidate, give training and development to new candidates and give some good compensation and benefit to new candidate (iPlace 2013).