A Definition to Human Resource Management

 

Human Resource Management has been defined by many scholars over the past years proving different explanations to the title. The fast-growing hi-tech Business Word where companies are fighting for their part of market share, the valve of Employee is beyond to what they deliver to the employer. HRM in this new world play’s a major role.  Connecting both the Employer and the Employee while understanding both parties’ prospects on one platform while keeping the Company’s future goals intact with the right tools, so that people and the management achieve required industry growth in harmony.

 

 Definition 

 ‘Human resource management (HRM) is concerned with all aspects of how people are employed and managed in organizations. It covers the activities of strategic HRM, human capital management, knowledge management, corporate social responsibility, organization development, resourcing (work force planning, recruitment and selection and talent management), learning and development, performance and reward management, employee relations, employee well-being and the provision of employee services’ (Armstrong 2014)

Taking in to consideration the above, Armstrong speaks about the apprehensive topics and aspects that HRM covers in Strategic HRM such as, People Management, Company's Social Responsibility and development, Employing and hiring correct people, Learning and Motivating, Rewarding and awarding, Relationship between Management and staff, well-being of all employees while using Strategic Managerial procedures to company’s growth.

 

Furthermore French, (2007) explains 'HRM is the managerial utilization of the efforts, knowledge, capabilities and committed behaviors which people contribute to an authoritatively co-ordinate human enterprise as part of an employment exchange (or more temporary contractual arrangement) to carry out work tasks in a way which enables the enterprise to continue into the future’.

 Here we understand that the key elements of Efforts, Knowledge, Capabilities and Committed behaviors of people are the key for any Company or enterprise to achieve their objectives.

 

In addition it’s important to understand the goal's of HRM as Armstrong, M (2014), discusses the main goals for HRM.

HRM Goals:

Support the organization in achieving its objectives by developing and implementing human resource (HR) strategies that are integrated with the business strategy (strategic HRM)

·         Contribute to the development of a high-performance culture.

·         Ensure that the organization has the talented, skilled and engaged people it needs;

·         Create a positive employment relationship between management and employees and a climate of mutual trust;

·         Encourage the application of an ethical approach to people management.

 

The goals elaborate that HRM needs to support the organization by implementing HR practice in a line with the business plans, while developing an incorporated performance based environment. Furthermore it explains that HRM will find the right people who will deliver the employers objectives though creating the right mixture between management and staff, with trust. Finally the foremost is that HRM needs to mange people with proper People managing practice throughout the institute. These goals are the key to every HR manger in any corporate.

 

 

References

Armstrong, M and Taylor, S (2014) ‘A hand book of human resource management practice’, Kogan page, 13^th ed, UK, pp 264-265.

French, W.L., 2007. In Human Resources Management. Boston: Houghton Mifflin.