INTRODUCTION
Human Resource Management (HRM, HR) is the management of an organization's employees. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance. Human resource management is based on the assumption that employees are individuals with varying goals and needs. Human resources should not be categorized with basic business resources. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organization.
DISCUSSION
Human resource management is sometimes referred to as:
- Organizational management
- Personnel administration
- Manpower management
- Human capital management
- Industrial management
The basic premise of the academic theory of HRM is that humans are not machines therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial relations, industrial engineering, sociology, economics, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management or in Human Resources and Industrial Relations. An HRM strategy pertains to the means as to how to implement the specific functions of Human Resource Management. An organization's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas.
CONCLUSION
HR can improve the level of management, be helper to increase the efficiency, and let the manager to be effective. Human resource is as strategic assets of an organization.
With out co-operation of HR there is NO:
1-compony for plans
2-helper for executive program
3-running the aims and getting the feedback
4-support of efficiency
5-making the product attraction for consumer point of view
No comments:
Post a Comment