The Nature And Purpose Of Human Resource Management

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

Human Resource Management (HRM) is defined according to the requirements of enterprise development strategy, the rational allocation of human resources in a planned, through the enterprise staff recruitment, training, use, evaluation, motivation, and a series of adjustments process, mobilize staff enthusiasm, play to their potential to create

This essay discusses the role and function of Human Resource Management (HRM) within an organisation. The Harvard and Michigan models have been explained within the essay as they support the analysis of “soft” and “hard” HR approach that managers adapt when applying the HR policies to achieve different organisational strategies like diversification, acquisition and cost reductions. Subsequent section of the essay will examine the link between HRM and its strategies with examples taken from organisations like Harrods’ and Disney and institutes like NHS on how they use HR policies and strategies to achieve their organisational goals.

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.’

The model emphasize on the vertical integration between the business strategy and HRM function. It promotes “Unitarism approach” i.e. managers and employees cannot have conflicting views as they are working to achieve the same goal and effective management of people will vary from organisation to organisation depending on organisation culture.

Strategic HRM is the outcome of combining an company’s strategic goals and objectives into the HR department to improve overall performance of the company

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.

According to this model, HRM practices are interrelated and directed towards organizational performance. It also identifies the existence of a human resource cycle with inherent HRM practices carried out in all organizations. Unlike the Harvard Model, the Michigan Model lends more weight to control than influence in managing human resources. Put another way, it does not consider the distinct nature of human resources as compared to the other organizational resources.

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.

The company has effective HR strategies which help in building range of products categories. Since the company has been growing steadily, employees with a big investment undertake number of projects from different contractors (Hackman and Lawler, 2001). The company has been facing several employment issues which has always been dealt by Susan and her personal assistant who plays full time personnel management role. Myatt (local branch secretary of the CIPD) has been playing sincere role as she is very much committed towards supporting all development opportunities and she always encourage non technical staff members to upgrade skills level. She is also involved in several HR activities such as selection, recruitment and she aims to emphasize recruiting only skilled and talented workforces (Gannon and et. al., 2012). This states that she helps the organization to focus on employee retention strategy so as to acquire market share and high growth. To manage the employees in

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)

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.

One of the most useful definitions of Human Resources Management (HRM) is “ HRM involves all management decisions and practices that directly affect or influence the people or Human resources who work for the organization”. - By Fisher,

According to (Armstrong & Taylor, 2017) HRM can be explained as a strategic, unified and comprehensible passage to the hiring, developing and comfort of employees in organisations. Thus, HRM essentially focuses on corresponding Human Resources (HR) with fundamental and functional requirements of the company to

Human Resource Management is defined as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organization.