The Definition Of Human Resource Management (HRM)

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

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.

HRM is an approach to employment management, which aims to achieve a competitive advantage through the strategic deployment of a committed and capable workforce using an array of cultural, structural and personnel techniques (Storey 2001). Ultimately, it focuses on the sharpening the ‘Labour’ and ‘Entrepreneurship’ factors of production. This means that the business can produce a high quality product to consumers with hopes of outshining competitors and achieving its strategic aims.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

HRM is a key issue to be inclined by regulatory framework; an important influence the HR department when company embarks on an international operation for business performances. HRM has been defined to be a function that helps organisations to achieve their goals hiring and obtaining performing workers ((Philpott, 2010).

Human Resource Management is a key component in the maintenance and utilization of an effective workforce. HRM includes myriad activities ranging from recruitment to training and even the development of compensation systems. HRM has evolved significantly since the early 1900s. The need to deal with labor unions and the human relations movement has increased the need for competent human resource professionals (Dessler, 2002).

employees and employer. Human resource management (HRM) is the managing of human skills and talents to make sure they are used efficiently and in alignment with an organization 's goals. Every company has its strategic plan; it includes the administration 's long- and short-term goals, and it also includes the procedures for deciding how to allocate organizational resources to achieve these objectives. According to our text, “Strategic HRM is the link between strategic planning and HRM. It incorporates HRM strategies and policies to achieve organizational goals while meeting employees ' and stakeholders ' needs” (Youssef, 2012). The primary functions of human

Human Resource Management (HRM or simply HR) is the role inside an organization that is centered on the recruitment, management, and providing guidelines for employees in an organization; designed to maximize their performance to meet the organization’s strategic objectives.

Human resource management, commonly abbreviated as HRM is a function of an organization which is created to positively optimize employee performance of an employer 's business strategic goals. HRM aims on systems & policies and is mainly associated with the people’s management within the organizations.

HRM is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” Bratton and Gold (2007: 7)

Human Resource Management has undergone some of the changing roles over the last twenty years.

Human Resource Management (HRM) is the term used to delineate formal structures detailed for the organization of people inside an affiliation. The commitments of a human resource chief fall into three significant domains: staffing, agent pay and points of interest, and portraying/arranging work.

HRM is mainly the policies and management to recruit, develop and retain employees who will later on help the organisation achieves its goals. Having competitive, knowledgeable and satisfied employees can be a real advantage for the organisation and can directly contribute for the organisational success.

The term Strategic HRM as a broadly used term, was coined in the early 1980’s, as discussed in one of the earliest research papers on the subject (Tichy, Fombrun and Devanna 1982). SHRM is generally concerned with systematically linking people with the organisation and more specifically, about the integration of HRM strategies into corporate strategies. This theory is backed up more recently by Martin-Alcazar et al . (2005), SHRM is ‘the integrated set of practices, policies and strategies through which organisations manage their human capital, that influences and is influenced by the business strategy, the organisational context and the socio-economic context’.

• To acquire the right men at the right jobs and in the right number.