Introduction This essay discusses the relationship existing between Human resources management and human resources development. Furthermore it explains about learning, change and quality management; and the process in which organisational change can be tackled through learning and development. Also, the terms Learning & development and Human resource development is been used interchangeably. Human resources management (HRM) and Human resources development (HRD) Ever since the origin of the concept of HRM, it is known to have taken care of the basic and administrative personnel management activities in an organisation. However, in this Modern era it involves in more than just recruitment and staffing, it is further relevant to the Employee relations, …show more content…
Later came the industrial revolution, when training gained popularity and became the key feature of the organisations (Clark, 1999). Though training has ceased to exist throughout the human history, The term training has been defined as “A planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization” (Manpower Services Commission, 1981). Human resources development is often mistaken to be similar as human resource management (Wilson, 2005). In my opinion they are distinct from each other yet interconnected. We can firmly state that HRM and HRD co-exist in an organisation, but not all organisations have a fully functioning HRD department , a majority of small and medium sized enterprises (SME’s) operate a HRM department that performs the HRD function. In addition, the large organisations have their
A. The Human Resources Framework The human resources framework is one of the four framework approaches identified by Bolman & Deal; this frame regards people’s skills, attitudes, energy, and commitment. The human resource frame defends the ideas that organizations can be stimulating, rewarding, and productive (Bolman, & Deal, 1991). The human resources framework focuses on leadership styles of support, advocate and empowerment, and provides efficient and transformative change for your organization by addressing human issues, leading to greater accomplishment of goals and better individual, team, and organizational performance. The leaders increase participation, support, share information, and transfer decision making down to employees in the
It is a fundamental HRM activity and plays the key role in deciding on the actual job structure which is, “identifying the relevant tasks and activities and allocating them across employees in a way that allows the organization to reap benefits from specialization”, but also bundle job tasks in order to use possible synergies between the different tasks (Foss, Minbaeva, Pedersen & Reinholt, 2009, p.873). There are two major approaches to job design, these are the job enrichment approach “which attempts to make the job more interesting, challenging, and significant by adding dimensions such as variety, autonomy, feedback, and control” and the job engineering approach “which attempts to make jobs more efficient by improving work methods, tools, and task-goal structure through activities such as time-and-motion studies and goal setting” (Umstot, Bell & Mitchell, 1976,
...en seriously, it can transform every dimension of work life: how we formulate rules, how we relate to our employees, how we encourage them to relate to each other, how we cultivate their speaking and listening skills, as well as their decision making skills.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
...es dealing with team building, activities that will help in diagnosing, feedbacks, activities for process consultation etc (Robbins, 2010).
...ing vacancies. At the same time, organizations such as a 200 bed hospital should prevent their company from becoming homogenous and stagnate. External candidates should not just be recruited to file entry level positions; they should be recruited to file high level positions when experience and qualifications are needed and it is absence within the organization.
1. Division of work ? To allow the individual to build up experience and improve its
The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
M.D. Arnold once said, “A good leader leads the people from above them. A great leader leads the people from within them.” Reading this quote always reminds me of my decision to go into the Human Resource Management and Development field. It reminds me of what being in a leadership role is all about and how the wrong kind of leadership influence can potentially break or corrupt an organization. Ever since I can remember, I have always been the friend who others felt comfortable enough to speak to about their issues. I have always been the student who tries to find different methods to learn. I have always been the employee who makes sure my peers feel comfortable with the work given to them. I have always been a leader.
Businesses recruit staff to expand the business objectives and change job roles within the business due to new skills and new
In the future, employing organizations will face a wide range of issues and challenges in meeting their workforce requirements. These periods of difficulties generally will center around the effects of external environmental influences on the organization and the manner in which it manages ongoing issues. Many of these external factors filter down and influences an organizations roles and responsibilities for talent scarcity, changing products or services, shifting demographic composition and their consumer preferences, etc.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
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.