Introduction to Human Resource Management

INTRODUCTION

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Human resource management is a key concept in all organizations. Earlier it was on labor , welfare management and personnel management which now directed to a different way due to globalization, technological developments most of the world began to consider people in organizations in a  different perspective. A combination of these themes created the new era of what became known as human resource management.


Human resource defined as an approach of strategic, amalgamated and applicable move to the development and welfare of both the institution and its employees (Armstrong and Taylor, 2014).
However there are some other contradictory definitions of HRM such as directing the employees according to the needs of the organization by the management (Boxall and Purcell, 2016)

Both are acceptable in current scenarios with various organizational management behaviors related to the culture and type of the industries. 

THE GOALS OF HRM

The goals of HRM are on:

• Achieving the organizational objectives with HR strategies combined with business strategy.(Strategic HRM) 
• Create a culture of high performance and develop it. 
• Hire and retain people who are talented, skilled and devoted.
• Build a positive and trustworthy relationship in the work environment 
• Implement and encourage through ethically

                                                                                                                                 (Armstrong and Taylor, 2014)

THEORIES ON HRM

Motivation, Institutional theory, The resource based view, Human Capital theory, Resource Dependence Theory, Organizational Behavior Theory, AMO Theory, Contingency Theory, Social Exchange ,Transaction cost, Agency.


In addition there are actions taken by the management to motivate, attract and retain subordinates which are called as HRM Practices (Schuler, 1984 cited in Armstrong and Taylor 2014). Through this actions an organization builds its own work force to a path where all objectives of the company complied with the members of their team voluntarily participate through a process of well-organized structure.

The Key Practices and a Practical Guide of Human Resource Management

•Human resource planning- Human resource planning is the initiative step and most important managerial function. It affirms the suitable type of people, number of employees, correct time and place that will motivate and guide the workforce to do their tasks efficiently. The most important lesson is the institute has to estimate its manpower requirements and then recruit the suitable employees for the selected vacancies.

•Staffing, including recruitment, selection, and socialization- Recruitment is based on attracting and finding the interested and required candidates who will meet the objectives of the organization with quality and quantity. Selection is surveying and choosing the right person and the best among them. Socializing is concerned with attachment of the organizational culture.

•Appraising – An analysis on employee performance which will measure the worthiness to the organization as will title for promotions or trainings. This will be a career guidance and development of each employee and will prevent them from making the same errors in future and make more devoted to the institution indirectly.

•Compensation – A reward scheme which related positively with the performance of an employee which not only limited to financial but to praise and recognition etc. which are non-financial awards. Finally altogether this will motivate the employee and retain them with higher performance.

•Training and development- This will guide and improve the knowledge and skills of the employees which will enhance their work volumes effectively and efficiently, builds confidence and finally helps to become an expertise for the specified job.

•Union-management relationships- This refers to the co-ordination or bargain between the labor unions and management. Though the two parties have different dimensions each has to work together in order to remain and stable the organization without downfall.

21^st Century HRM Challenges

Conceptual Model Of Stone et al. (2009)

 

 (Source : Sels et al., 2013)

According to Kjiroski (2014), Examples of current problems related to HR in 21st Century described as follows.

1. NEW TECHNOLOGIES HAVE CHANGED THE DIRECTION OF HUMAN RESOURCE MANAGEMENT

With the current technology inventions the capacity of human resource has been extended. It maximizes productivity efficiency. The soft wares used in the companies for an example performance evaluation makes the process cover large number of employees within a short period. But the Challenge is the management is with the consideration that they need a specialized team all IT without training and implementing them to the existing staff including management which reduce costs.

2. COMPANIES IN THE GLOBAL WAR OF TALENTS

 In present the world is considered as a one team not divided in to countries, Religions, Cultures due to globalization. New technologies used to make simple process of talent management with a single platform. The challenge of this is How to select correct choice of talent and make them willingly dedicate themselves to go for an extra mile on behalf of the organization combined with current technology.

3. DEVELOPMENT OF THE ORGANIZATIONAL TRUST AND CULTURE IS A KEY FACTOR FOR THE FUTURE
In Accordance with various generations and cultures the organizations have to identify a method to involve majority of them to the current system. Their intelligence and competitiveness may differ. However the problem is we must enroll at least majority of them in to the present process. This is called as walking the hard way. Leader must gain trust from its’ subordinates in order to establish a resistant culture by using skills of communication and the bond among the organization and the workforce.

Conclusion

Recently the world of business identified that Human Resource Management involved in success, which is a strategic and comprehensive approach to the systematic management of people and the workplace culture and environment. It’s a challenge to all Institutions in order to keep employees motivated, devoted, effective and efficient with this viable environment.
Employee motivation, effective hiring, accurate performance Appraisals, organizational development, safety, wellness, benefits, communication, career development and training of employees are created through an effective Human Resource Structure. 
The HRM function is to make use of the strategic approach on employees, by conforming that any employee programmes that are recommended or implemented will have a positive and measurable impact on the company. The days when HRM was regarded as an administrative function are past. Modern HRM involves strategic direction, HRM analytics, strategic talent management and other various HRM tools and measurements, all of which are designed to demonstrate the value of human capital.

References:
Armstrong, M,Taylor,S 2014, Armstrong’s Handbook Of Human Resource Management Practice,Kogan Page Limited, United Kingdom.

Kjiroski, I, According to Human Resource Management – New Challenges In The Modern Era. Available from: Https://Www.Eapm.Org/Wp-Content/Uploads/2014/05/Macedonia-Hrm-Challenges-Of-The-Modern-Era.Pdf. ( Accessed on 05.01.2019)
 
Reilly, P, 2012, The practice of strategy, Strategic HR Review. 
Boxall, P, Purcell, J, 2016, Strategy and Human Resource Management, London: Palgrave Macmillan.

Sels, L. Marescaux, E, Winnie, SD, 2013, HR practices and HRM outcomes:
Research Centre for Organisation Studies, Faculty of Business and Economics, Department of Business Studies, Lessius University College, Antwerp, Belgium.
Available from :  http://selfdeterminationtheory.org/wp-content/uploads/2015/02/2013_MarescauxEtAl.pdf ( Accessed on 05.01.2019)