The Human Relations Management Theory

As she sat in her office in Winnipeg, Britney MacPherson thumbed through a textbook on

The Human Relations Theory states that people’s needs are decisive factors in achieving an organisation’s effectiveness and those employees need a driving force or motive (Daft & Samson, 2014).

Human behavior in organizations may be affected by the individual’s motivation. All human activity is directed toward satisfying certain needs. Motivation must be

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.

“Human Resource Management is a function in organizations designed to maximize employee performance in service of an employer’s strategic objectives.” (HR Course Book (1)) Thus, “HR philosophy is basically the guiding principle behind how your HR function executes on its vision, mission and goals.” (Wikipedia) It is inclusive of recruiting, interviewing, job offering or hiring, benefits, training, retention, policy and procedures, and promotions of it’s human capital. One of the best examples of HR philosophy at a company, in terms of their policies and practices, is at Google.

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

The Human Relations approach perceives organisation as an open system where the needs and the values of the people have to be managed in order to reach organisation’s goals. This put human as the element of analysis and the core instrument in the organisation. Both of these theories have their own strength and weaknesses. Therefore, I argue that the needs and values of the people be considered and integrated with the needs and values as described by the dream and mission statement of the organisation. The organisation has to take into account, the element of the human (employee), in other to reach their specific

Human resource can be defined as the translating process of human being into a useful resource. When a human being contributes his/her skills, knowledge and positive attitude towards productive work in an organization, he/she becomes the human resource for that organization.

and requires a minimal amount of manpower. This will lessen the job opportunities and even

“Outline the four dimensions of human resource management practices, including specific examples of human resource practices within each area”.

The human relations perspective developed in the mid twentieth century and was an extension of the behavioral viewpoint. Prior to the behavioral, almost all management was looked upon through the classical viewpoint. This viewpoint specifically

Currently, there are a variety of definitions and ideas associated with the Human Capital Management concept in a variety of disciplines including economics, accounting, human resource management (HRM), and intellectual capital. (Cited - Posted by: Margaret Rouse) Human capital management (HCM) refers to an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment. The concept of Human Capital (HC) was first formulated by Nobel prize-winner and economist Theodore Schultz in the early 1960s as a way of explaining the advantages of investing in education on a national scale. In HRM research and practice, Human Capital Management has attracted an increasing interest over the last 15 years from the human resources profession, media, and consultancy firms. Despite, of all the functional areas within the domain of HRM, human capital management (HCM) practices have received very little attention from researchers. One reason for this may be that HCM crosses typical HR functional boundaries, and refers to the measurement and analysis of human resource metrics such as cost per hire, turnover costs, the effectiveness of training interventions, and indicators of overall HRM-system effectiveness such as HC return on investment.