What Were the Socioeconomic Changes in the 1980’s Which Contributed to the Emerging Popularity of Human Resource Management? Does the Concept of Human Resource Management Present a Radical Novelty or Is It a Mere

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 resources management was defined as ‘a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations’ by Boxall and Purcell (2003). Noon, 1992 (as cited in Armstrong, 2014 a, p6) drew ‘doubts of whether HRM was a map, a model or a theory. But it is evident that the original concept could be seen as a philosophy’. The human

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

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

All of which will have a financial impact on the business, with reference to people management, reputation and future Budgeting. As facilitators HRM are pivotal in the achievement of continuous organisational improvements and personnel performance. Ulrich postulates a key role of HRM is that of change agents, delivering organizational transformation and culture change, the importance which has been emphasised by Johnson and

Human Resource Management is a vital function in any organisation and operates in legal and social environments that are becoming increasingly complex. It is defined as the process and practice of managing and advising executives on staff recruitment, selection, retention and development (Clegg, Kornberger & Pitsis 2011). In the post-bureaucratic era, these management styles have altered to cater towards satisfying employees through intrinsic rewards by providing pride, relationships, meaning and a sense of accomplishment through their work (Clegg, Josserand & Teo 2006). Throughout this essay, the evolution of human resource management from the bureaucratic era’s ‘hard theories’ to the post-bureaucratic era’s ‘soft theories’ will be

century and the beginning of the 21st. HRM’s evolution over time shows that it has become

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

3. Senyucel, Z. (2009). Managing the human resource in the 21st century. Zorlu Senyucel and Ventus Publishing ApS. Retrieved from http://www.bookboon.com

In the late decade of 1980, the organisations realized the significance of their employees as a capital asset or human resources; and by adopting and implementing a set of HRM practices (such as recruiting, training and developing people etc.) aimed to succeed a sustainable competitive advantage based on a business strategic view by making the employees’ involvement the main key point of the new human resource management into the business process; and by establishing the organizational culture that they are part of the organization (Kaufman 2001: 506). During this period, the HRM is transformed into a Strategic HRM approach in order to sustain in these modern business challenges.

Human Resource Management has developed in the past few years to become an integral part of our organization. According to Armstrong, Michael (2006), “The terms "Human Resource Management" (HRM) and "human resources" (HR) have largely replaced the term "personnel management" (PM) as a description of the processes involved in managing people in organizations. In simple words PM means to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their

Firstly, I would like to define the concept of Human Resource Management. “This term is not easy to define because it is commonly used in two different ways. On the one hand it is used generically to describe the body of management activities covered in book, and on the other hand, the term is equally widely used to denote a particular approach to the management of people which is clearly distinct from personnel management”. (Torrington, Hall, Taylor & Atkinson, 2011: p.6)

The research is based on the analysis of previous information available related to the topic. It is more qualitative in the context and based on observations. The main thrust of the paper is more interpretive. The aim has been set in order to sketch out a credible narrative. The study is focused strongly on the historical depth of the evolution of human resource management. The perspective has been divided into segments and tried to understand the narrative in terms of historical and cultural aspects of HRM. Also, the other segments linked are political, legal, economic, demographics and management. The studies mentioned in the literature review directs us chronologically on how the changes took place. Quantitative analysis of the study is not possible as it is hard to gather data on ground and to form a narrative. In qualitative analysis a

HRM emerged in the early 1980s as a response of US to the economic success of Japan (Jones, 1996). Blyton and Turnball (1992) distinguish two approaches to HRM; namely ‘Harvard Model’ which has great influence on academics and ‘Michigan School’. Harvard model emphasises the need for line managers to accept more responsibilities for ensuring the matching of competitive strategy and personnel policies and to develop policies that encourage the development and implementation personnel activities which make them interwoven. Michigan school on the other hand suggests that HR systems and organisation structure should be managed in such a way that makes possible the alignment with organisational strategy. This paper set out to review relevant literature on human resource management practices, as well as the periodised history of human resource management with a view to identifying current trends and future directions of human resource management.

1. Absar, M.M.N. and Mahmood, M., (2011). New HRM Practices in the Public and Private Sector