Human Resource Management
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For a long time, what human resource manager did was called “personnel management” as a description of the processes involved in managing people in organizations. (Armstrong, Michael 2006). It was considered as a not essential one within the company and the job was not been appreciated as well. And yet, it has been changed went through the development and improvement of the society that people realized that employees could be as much important as any other assets that a company owns. Since then, Human Resource Managers are officially been approved and playing crucial roles in a corporate today.
To affect customers, business results and ultimately shareholder value says Gubman in 1995 explains that human resource management is a major contributor to the success of an enterprise. More than that, human resource managers are not only playing important roles within the organization but get more involve on critical issues, such as in organizational strategy, environmental factors and coordinating practices across HRM functional areas.
Says Schermerhorn that strategy defines the direction in which an organization intends to move and establishes the framework for action through which it intends to get there in 1984 and purpose of having organizational strategy is to maintain a position of advantage by capitalizing on an organizations strengths and minimizing its weaknesses.
Assuming an organization has developed all the goals, objectives and strategies, HRM strategies need to be developed as an integral part of an organizations overall strategy. Because different types of organizational strategies result a need for particular HR strategies, furthermore, as a HR manager has the responsibility to ensure that HRM strategies will be aligned with the organizations overall business objectives. Therefore, HRM activities have been introduced in order to achieve the organizations goals and objectives. The HRM activity includes four key components called A.D.M.M which are acquisition, development, motivation and maintenance of an organizations human resources. For example, HR planning, recruitment and selection, performance appraisal and T &D, rewards and employee relations are the key elements within each activity and they represent the core of HRM.
Developing some effective HR strategies with support by HR activities is not the only reason that would impact on the organizations strategy but environmental factors as well. Of course, the environmental influences can be divided into two categories: external influences and internal influences.