Human Resource Management (HRM) is a relatively new term having been coined in the 1060s.Human resources is term used to describe the individual which comprises the wrokforce of an organisation. Human resources is also the name of the fuction within an organisation charged with the overall resposibility for implementing strategies and policies relation to the managment of individuals. organization. People are considered the key resource in this approach. it is concerned with the
. Since an organization is a body of people, their acquisition, development of skills, motivation for higher levels of attainments, as well as ensuring maintenance of their level of commitment are all significant activities. These activities fall in
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Human Resource Management is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization and those of the individuals.
Objective of the Study _
1. To Study the concept of Human Resources Management.
2. To Study the Past & Future Trends in HRM.
3. To Study the Difference Between Old & New Models in HRM
Research Methodology -
The Present paper is based on secondary sources of data. The secondary data has been colledtd from various books , journals and websites.
OBJECTIVES OF HRM:
Ø To help the organization reach its goals. Ø To ensure effective utilization and maximum development of human resources. Ø To ensure respect for human beings. To identify and satisfy the needs of individuals. Ø To ensure reconciliation of individual goals with those of the organization. Ø To achieve and maintain high morale among employees. Ø To provide the organization with well-trained and well-motivated
Person centered approach: In this case, choices, needs and preferences of person are supported. Person’s requirement is the most important factor according to this approach. Approach of one person may vary with another person. Person centered approach is needs led rather than services led.
Human Resource Management (HRM) is one of organization’s strategic managements of human capital within an organization and HRM introduces set of policies, activities and identifying the needs & requirements of the people in the work place. It is sub management function of overall general management. HRM is a systematic control of a system of interrelated process affecting and involving all member of organization. HRM uses arts (manage human capital) and science (apply theories and policies) when managing people.
Secondary source of data such as books, journal and articles for the research have been used.
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
This study is based on secondary sources of information such as RBI reports and bulletins ,research papers ,internet, and various books and periodicals.
Human Resource Management (HRM) is the strategic and coherent approach to the management of an organization's most esteemed assets - the individuals working there who individually and collectively contribute to the attainment of the objectives of the business. HRM is the organizational function that deals with affairs associated to people such as compensation, procuring, performance administration, organization development, security, wellness, profits, employee inspiration, communication and training. It can additionally be performed by line managers.
HRM (Human Resource Management) deals with a wide range of issues, it is difficult to determine the exact definition as it varies from organization to organization. Storey (2007, p. 3) describes it as "two main forms of existence. One is in the form of academic discourse and activity. The other is in the form of practice in organizations". Training and Development and Managing Teams are important concepts of HRM, this essay will be exploring how these two concepts of HRM contribute to the effectiveness in organization.
Human resource managers have the job of making sure that a companies employees are in alignment with the organizations overall goals. This is not a simple process and requires attention to several aspects of the companies process. HR must address legal issues, planning, recruitment, selection, development and training, pay, safety and health, and labor relations. When management is able to combine all of the above listed items they will at that point be able to maximize the companies overall mission.
The most important factor that these organizations are made up of People, and since HRM is the set of activities which deals with the people factor present in any organization, this change has affected The Human Resources Management itself a lot. Human resources manager of today must ensure that the appropriate mix of employees in terms of knowledge, skills and culture.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human resources management (HRM) is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2015). Management process functions are planning, organizing, staffing,leading,controlling but in HRM the focus is on staffing. Determining what typle of people you should hire; recruiting prospective employees; selecting employees; training and developing employees; setting performance standards;evaluating performance;counseling employees;compensating employees. (Dessler, 2015)
Human resource management is the attraction, selection, retention, development and utilization of Human Resource in order to achieve both individual and organizational goals. Management of Human Resources is important and vital in an organization. HRM is regarded as a strategic function in many organizations as they concern about intellectual enterprise.
The study is mostly exploratory in nature and is completely based on the primary research and partially secondary data will be considered for taking assumptions, trends, and others
human resources are uniquely important in sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies (p. 28).
have more of a major effect on the company's health. Irving Burstiner was quoted in in The