The Key to Hrm Is the Link Between Organizational Activities, Employees and Business Strategy. Culture Is Often Overlooked Within Understanding How Employees Behave.

Hook and Foot (1999 p.19) suggest that HRM will have an extremely important role in creating a culture within the organisation in which employees are encouraged to

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.

“Generally, employee empowerment comprises an innovative approach to working with people and a shift of power from the top management control to lower level management of an organization” (Ongori & Shunda, 2008, p. 84).

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

Furthermore, business strategy can be defined as the implementation of courses of action and the allocation of resources necessary for achieving these long-term aims (Johnson et al 2011). Therefore, HRM plays an important role in allocating human resources, which can assist in achieving

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.

With a culture of empowerment established, organizational success can be improved trough the innovative thoughts and actions of personnel.

Both our text and the article describe basically the same process and problems, just with

HRM is an organization that undergoes the process of managing people in a structure and manner. It is also a process of making the efficient and effective use of human resource so that the goals are achieve. Superior human resources are an important source of competitive advantage. And any factors that allow an organization to characterize its product or service from competitors to increase the market share are called competitive advantage. Competitive advantages can best be achieved by seeking improvement in the managing people, through better utilization of HRM. And also by translating strategy into HR policy and practice to produce the employee competencies and behavior that the company requires.

HRM is typically seen as comprising a range of practices, spanning the acquisition of employees, employee development, and employee retention (Stone & Meltz, 1993). Quresh, et al (2010) quoted that human resource management is linked with all the managerial functions involved in planning for recruiting, selecting, developing, utilising, rewarding, and maximising the potential of the human resources in an organisation. Job satisfaction, morale, optimism, and turnover are key drivers of organisational performance (Becker & Gerhart, 1996).

Since the 1980s, human resource management (HRM) has become the most widely recognized term in the Anglophone world referring to the activities of management in organizing work and managing people to achieve organizational

HRM functions must be integrated with each other and with strategic issues if they are to make a contribution to HR outcomes or the “bottom line” for the organisation. Discuss this statement, with reference to relevant HRM structure.

HRM is a process of managing people in such a way so that there is a cohesion between the management and employees. This approach focuses on the aims and outcomes of the HR function. Hence, job design, recruitment, people empowering, people development, and even making the “employment relationship/association” satisfying for both the management and employees are all part of the HR function in an organization. (www.managementstudyguide.com/human-resource-management.htm) The HR practices may be influenced on the basis of the internal factor like organization’s culture or externally due to the country’s culture, economic, political, social and technological factors. Thus, the HRM differ from country to country. For example, let’s take recruitment. In the US, while recruiting they look for candidates with widespread experience whereas, at the same time in Japan loyalty is valued more than experience in various organizations.

Human resource management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization 's goals and objectives.