Human resource management is the process of coordinating an organization's human resources or employees to meet organizational goals. Human resource professionals deal with such areas as employee recruitment
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Human Resource Management Introduction Human resource management is the process of coordinating an organization's human resources or employees to meet organizational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labor relations. It also concerns the management relationship practiced in organization by managers. As it directly deals with people hence it is argued 'it involves the production utilization of people in achieving the organization's objectives and the satisfaction of individual employee needs' Human resource management has its roots in the Industrial Revolution, when the spread of industrialization put increasing emphasis on businesses' ability to hire, train, and retain large numbers of employees. Late 19th and early 20th century changes in government regulation and labor relations also contributed to the field's origins. Human resource management rose in prominence in the mid-20th century, fostered by advances in behavioral and organizational studies. The Society for Human Resource Management (originally named the American Society for Personnel Administration) was formed in 1948. Since then, the field has developed into a well-recognized profession for practitioners and researchers.
And according to it an employee as a resource to be used dispassionately and in a formally rational manner. For this effective HRM can be more contingent upon cost minimization measures rather than upon significant investment in human resources. This approach is recommended for cost minimization strategy especially in developing countries. With the implication of these approaches organization could not achieved what was expected. Another set of barriers towards effective HRM are highlighted Where top management has low priority and short term view of HRM issues while being more concerned with issues such as power and control. It shows that top management is probably the most powerful force that can work against the adoption of HRM initiatives. Another barrier to effective HRM relates to the extent to which HRM practitioners possess the insufficient knowledge and skills to implement a credible HRM program with in their organization. Finally Lack of proven knowledge and a very few attempts at demonstrating, long term impact of HRM programs, as a result there is less environment of taking initiatives among employees' performance and commitment results ineffective MRM ultimately. Improvement in Human Resource Management On the basis of above barriers the suggestions made by several writers to improve HRM focus is given to these points.
So this is one of the biggest barriers towards their sense of responsibility which causes low interest and less participation. So popular human resource remedy in this case is participation i.e. giving workers more opportunity to influence decisions about their work and working conditions which results remarkable. Job Enrichment and Cross utilization. Job enrichment means giving workers more freedom and control and authority more feedback and greater challenges while making them more accountable and letting them use more skills towards their tasks. In this way job becomes more challenging and interesting for employees instead of doing the same job every day without any interest. Conclusion HRM must meet the basic criteria of both the strategic and the developmental perspectives. That is HRM policies and practices must be long term in focus, integrated with one another and line with the organization's strategy and objectives as well as treating all employees fairly, increasing employee motivation, satisfaction and commitment, and helping all employees develop to their maximum potential. These set of resources offered to promote thought and diagnose the organizational environment and develop a sound human resource management strategy for organization References: Books Articles Managing People by British publications Mintzberg theory of management Moslow's theory of motivational factors Sage dessler human resources management.
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