History[ edit ] Antecedent theoretical developments[ edit ] The Human Resources field evolved first in 18th century in Europe. It built on a simple idea by Robert Owen and Charles Babbage during the industrial revolution. These men concluded that people were crucial to the success of an organization. They expressed the thought that the well-being of employees led to perfect work; without healthy workers, the organization would not survive.
Improvisation and clear understanding of the current management trends and practices: To begin with, one of the most important factors that affect the performance of an organization is the Human resource. The development of organizational commitmentso as to improve the productivity and performance needs effective human resource management practices.
Organization it is growing, developing, maturation and decline stage needs Hr managers with different traits and thus to improve work efficiency and enable the organization to exists and grow better as well as to retain the talent resources. The management of human resources has emerged as a critical factor in creating and maintaining the competitive edge of the business.
The Hr manager should be a business partner as well as the facilitator who plays the role of the strategist in the organization. At firstthe core business of human resource managers is recruitmentallocating resources to the vacancy positionTraining personal ,managing the profile of the resourcecontracts signing process and other transactional process.
Latersustaining the talent resources is the greatest problem faced by the Hr department. At presentmany organisations Human resource base is week.
The organizational structure is not clear, the hierarchy is not well defined and is changing as the organization grows. Job analysis by the Hr manages is not clearwork authority, job specifications and qualifications required are also vague.
It could be argued that the practice and study of IHrm has evolved alongside with the globalization. Hr managers are in a position to understand the cultural diversity and integration. The need to understand and study the concept of cultural diversity.
Establishing a clear responsibility system among the work forces and effective empowerment so as to avoid disputes due to cultural diversity. The people side of managing is important too. When an enterprise develops to a certain degree, the transition from enterpriser-oriented HR management to professional manager-oriented SHRM is necessary.
Strategic human resource is the source that creates corporate core competitiveness. Based on corporate strategies, SHRM helps analyze present situations of human resources and formulate reasonable HR policies that meet corporate needs according to internal and external environment.
SHRM also benefits the establishment of an efficient HR management system, as well as the recognition, development and realization of core capacity required for corporate strategies. The Strategic process of HR involves the strategy formulation, implementation, and evaluation and it has stressed on some of the critical external and internal factors involved in this process.
Strategic planning involves making decisions about where the organization wants to be tomorrow. Clearly defining the problem, therefore, is critical at this stage. These forces can be economic, demographic, technological, and competitive. In the next stage, the strategy itself is generally formulated.
In stage three, strategic planning cycles back to the overall planning process: Due to the tremendous differences between traditional perspectives and SHRM, the organizations are facing the transitions and tremendous changes. The traditional HRM focuses mainly on the basic activities and is transactional in nature.
SHRM requires a different mindset and it focuses on transformations as well as transactions. Strategic Human Resource Management Practice is to enhance staff efficiency to carry out job responsibilities, and motivate employees to the achieve the business goal and create Opportunity.
Integration of management functions: In the process of Hr managementthe organization should consider strategywhich is based on the organizational goals. Value chain management refers to integration of the human resource management of each function such as planning, organization, staffing ,controlling and budgeting.
In the traditional HRM this is the weakest pointso it cannot effectively serve the enterprises. HRM has to focus on overall development of human resources, forecasting and planningmaking human resource development strategy on the basis of long term goals of the organization.
Humanized and systematic management: HRM is considered as a system that involves scientific assessments and evaluation practicesuses new technologies and methodologies in all managerial functions. Adopting dynamic management in dynamic organization: HR management under new emerging ideas is the dynamic management, emphasizing the overall development and system operation.
Clarity of thoughts is required for the Hr managers.Home HRM Essays | Human Resource Management Assignments All Essays £ At pfmlures.com we are proud to offer a vast collection of HRM essay topics.
click here Energy and Human Evolution by David Price. Please address correspondence to Dr.
Price, Carpenter Hall, Cornell University, Ithaca, NY Disclaimer: This work has been submitted by a student. This is not an example of the work written by our professional academic writers.
You can view samples of our professional work here.. Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays. Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly referred to as the HR Department [by whom?], it is designed to maximize employee performance in service of an employer's strategic objectives.
. Cross-cultural management is the new challenge to the new age managers. It's not just a Human Resource (HR) issue, but departmental managers are also equally responsible for managing and motivating their respective cross-cultural workforce for getting the targets achieved and jobs done smoothly.
Human Resource Management and Health Care - I. Introduction Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, ).