Strategic Human Resource Management

1032 Words5 Pages
To simply define Human Resource Management (HRM), it is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations.
When we say HRM of the organization, it is concerned with all the departments of it. In the marketing department, people consult products or services that lead to the sale. In the sales department, people sell products or give services to the customers. And also in finance, people manage and forecast the flow of money in the organization. All these functions cannot be accomplished without the help of the human resources and people are the ones that can make the organization achieve its objectives.
…show more content…
There are five functional areas identified by Bratton and Gold in forming the core of human resource management activities. * Staffing: Obtaining people with appropriate skills, abilities, knowledge and experience to fill jobs in the work organization. This role encompasses human resource planning, job analysis, recruitment and selection. * Rewards: The design and administration of reward systems. This role includes job evaluation, performance appraisal and benefits. * Employee development: Analyzing training requirements to ensure that employees possess the knowledge and skills to perform satisfactory in their jobs or to advance in the organization. * Employee maintenance: The administration and monitoring of workplace safety, health and welfare policies to retain a competent workforce and comply with statutory standards and regulations. * Employee relations: Under this heading may be a range of employee involvement/ participation schemes in union or non-union workplaces. In a union environment, it also includes negotiations between management and union representatives over decisions affecting the employment contract.
With the best HRM policies and practices, HRM strategy does more than drawing boundaries; it also recognizes and addresses people's needs. The best HRM practices contribute the four outcomes as follow: * Competence: Employees are versatile in
Get Access