Three-Stage Theory Of Human Resource Management

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

Armstrong, M. 2003, A Handbook of Human Resources Management Practice, 9th Edition, London, Kogan Page

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

6. Introduction to human Resource management A Guide to HR Practice, Charles Leatherbarrow and Janet Fletcher

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

Beardwell and Claydon (2010) Human resource management: a contemporary approach . Edited by Julie Beardwell and Tim Claydon

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.’

Buckley, R. M., Fedor, D. B., & Ferris, G. R. (2002). Human resources management: perspectives, context, functions, and outcomes (4th ed.). New York: Prentice Hall.

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

The term Human Resource Strategy is well defined as - “Human Resource management (HRM) is a strategic approach to managing employment relations which emphasises that leverage people 's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.” [ Bratton and Gold,4e,p3]

Mathis, R. L., & Jackson, J. H. (2007). Human resource management (12th ed.). Mason, OH:

Human resource management is the utilization of human resources to achieve organizational objectives. Consequently, all managers at every level must concern themselves with human resource management. Basically, managers get things done through the efforts of others; this requites effective human resource management. Today's human resource problems and opportunities are enormous and appear to be expanding. Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution. Furthermore, global competition has caused organizations both large and small to be more conscious of cost and

There are a few theories supporting the act of HRM. Two of these theories; Resource-based View and Ability and Motivation and Opportunity theories give off an impression of being the most well-known theoretical frameworks used in the studies that connect HRM and organizational performance. The Resource-Based View (RBV) theory which mixes ideas from organizational economics (Penrose, 1959) and strategic management (Barney, 1991) has it that HRM conveys included worth through the strategic development of the organization’s rare, significant, difficult to emulate and difficult to substitute HR. The RBV sets up that competitive advantage no more lies in regular assets, technology or economies of scale, subsequent to these are anything but easy

In this paper, you will find six questions regarding human resources and human resource management. These six questions are based on course material learned. The paper will answer each of the six questions in detail to help readers gain knowledge of human resources, how it has evolved and the aspects involved in human resources. The paper will also give you some further insight of what the human resource department does and the importance of it. The goal of reading this paper is to further your knowledge and understanding.

Human Resource Management is the process of acquiring, training, appraising and compensating employees, and of attending to their labor relations, health and safety and fairness concern. “Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personal techniques” Storey (1995)