Introduction to Human Resource Management

Introduction to Human Resource Management


The success of any organization depends on the quality of its human resources. Human resource are the most important and valuable assets, every organization has in form of its employees. Dynamic, competent and motivated human resource build dynamic organization and enable organization to achieve its goals. An organization’s performance and resulting productivity are directly proportional to quantity and quality of its human resource. In the management of 4 M’s, most important M is men or human resource. Therefore, an organization should continuously ensure that the dynamism, competency, motivation and effectiveness of its human resource remain at high level, which requires sound human resource management. In fact, one of the fundamental activity area of management is the management of human resource.

Human resource scope now a day changed to human capital. This evolution is highly influenced via human relations schools by Mayo (1933) and Mcgregor’s (1960) recognition of both the organization and the individual. With this evolution managers think human resource as an “asset” from personnel as a “cost” to the business.
Comparison on Personnel Management and HRM.
Personnel Management is narrowly embedded with recruitment, hiring, staffing, developing and compensates the workforce. Where the human consider as a cost to the organization. Job evaluation set as the basis of pay in PM. When making decisions to achieve the organizational goals it is comparatively slow and management actions are doing according to the procedures.

A wide, spread view is the basis for Human Recourse Management. In HRM people or human is consider as an assets to the organization not a cost. HRM refers to a systematic approach of planning to the demand, selecting, training and development, compensating, performance appraisal and assessment to meet the organizational desired goals. Where management decisions are comparatively fast and directly communicated to the people.  
Conclusion
To increase efficiency of people, the manager must lead, motivate and inspire people. For maintaining and improving long-term consequences, more strategic policies need to be set. Practice of attracting, developing, rewarding and retaining people for the benefit of individual and organization as a whole leads to strategic human resource management.

Practical scenario at MAS-Linea Clothing
From 2007 we have developed a concept called TLGL. Where the culture is changed in apparel field. And value adders are recognized and highlighted. This is a strong strategic HRM process which we recruit the cream and develop and retain the people we have recruited.

When we look back from 2007 to 2017, we have gain a huge benefit and retained the people over the time (reduced labor turn-over and maintain a well-efficient carder). And development of strategic HRM is visible at Linea Clothing which the entire MAS group is implementing at their plant level.

References

Ø  People and Organizations: Principles and Practice in Global Contexts, Introduction to Human Resource Management

Comments

  1. UnknownNovember 28, 2017 at 8:55 AM

    you suppose to review Personnel Management and HRM management in this essay can you do the correction please also no references in-text and full references

    ReplyDelete
  2. pathumcs84November 29, 2017 at 4:30 AM

    This comment has been removed by the author.

    ReplyDelete
  3. UnknownNovember 29, 2017 at 6:10 PM

    Detailed review with examples.

    ReplyDelete
  4. Dimuthu ThammitageDecember 24, 2017 at 5:21 PM

    Interesting set of literatures have gathered here. Well done.

    ReplyDelete
  5. UnknownDecember 25, 2017 at 5:57 AM

    Good writing .....

    ReplyDelete

Post a Comment

Popular posts from this blog

Learning and Development

Image
Learning and Development To cater the organisational growth, understanding of differences between training, learning and development is critical. This has a direct connection with the employee talent management. Organisation can provide training need for the job but the learning comes through the experience of the employee. In addition to that, development involves with the employee succession planning. This will benefit both employee and employer at the same time. Since employee development may tend to retain employees in the organisation for a longer period. On the other hand, embedding learning into company`s strategy will tend to grow organisation in the long term and have a learning culture within the organisation. This should be a two-way process, in other words both employee and employee need to have an active involvement in the process. At the same time, top management commitment and resource allocation should be facilitated for the organisation to have built a learnin
Read more

Talent Management

Image
Talent Management It has become widespread idea to think of the hiring process as a talent pipeline where importance is given to assuring a consistent flow of candidates.(not candidates but talent pool of candidates) Effectiveness and efficiency of the talent management is mainly relying on availability of pool of prospective talent pool. Therefore to attract candidates to an new position in the company and manage or fill that position with least is the objective. Talent pipeline is an approach that can deliver an improved recruitment process. Creating a talent pipeline strategy takes time and needs careful planning but when company get it right, it can shorten the time it takes to make a hire (in other words, time-to-fill) and enhance company’s chances of finding the best people. Once organisation established its strategy, it can implement talent pipeline metrics to grow its program.   (Workable, 2017) As mentioned in the above an effective talent pipeline management pro
Read more

Strategic Employee Resourcing and Talent Management

Image
Strategic Employee Resourcing and Talent Management Employee resourcing is not just simply techniques of filling jobs. It is key aspect of human resource management which affect the entire organisational performance. Although there are some traditional and modern techniques for employee recruitment and the selection, organisation has to consider best way of resourcing based on their actual need with to go in line with the corporate strategy. For an example, interviews, psychological testing and assessment centres are popular techniques. But it has its own limitations and suitability for job type which organisation is evaluating. However, the effectiveness of methods to attract applicants varies according to organisation sector and size, the most effective methods overall were reported to be through organisations’ own corporate websites and recruitment agencies. Nowadays companies are willing to hire educated and trained staff and with the same time companies have to conside
Read more