Introduction for Human Resource Management

 

(Franklin University, 2018)

Organizational resources can be identified as anything that could be thought as a strength or weakness of a given firm including tangible and intangible assets. There are four main organizational resources. Such as, land, capital, labor and entrepreneurship. Any organizations' success depends on how it manages its resources. Human Resource Management (HRM) is that part of management which concerned with people and their relationships in the organization. There are many definitions for HRM developed by many authors. 

Definition 

“HRM is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices” (Bratton & Gold, 2007). Armstrong (2014) stated that, HRM is defined as a strategic and coherent approach, which is the most valued assets of company and employees individually and collectively contributes to the achievement of its objectives in the business context. “HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy” (Buchanan & Huczynski, 2004). 

By considering all the definitions, according to the author’s perspective, HRM is managing organization’s manpower effectively in order to achieve company goals and build relationship based on trust, openness and personal fulfillment.  

Tracing the roots of HRM  

Rotich (2015) said, if consider two centuries back, HRM which was defined as “labor welfare” or “personnel” was associated to keep employee records, ensure of following company rules, determent wages and compensations. According to  Armstrong (2014), in 19^th century at industrial revolution, with the labor office, HRM has been came along way till Artificial Intelligence in 21st century. Evolution of HRM is figured in below with the time ranges.  

Figure 1- Evolution of HRM Timeline (Khanduja, 2016)

If consider today, with the digital world and changes in the business environment, the advent of analytics, big data, robotics, automation machine learning has been highly influential regarding HR transformation. Experts in HRM say that HR transformation has still a long way to go with the technology changes.  

Reference

Armstrong. M. (2014). Armstrong’s Handbook of Human Resource Management Practice. London, Koganpage.

Bratton. J & Gold. J. (2017). Human Resource Management: Theory and Practice, 6th ed. Basingstoke, Palgrave McMillan.

Buchanan. D, & Huczynski, A. (2013). Organizational Behaviour: An Introductory Text,8th ed. Harlow, Pearson Education Limited.

Franklin University. (2018). Master’s in Human Resource Management: Should I Do It? Going back to school , 1-2.

Khanduja, M. (2016). Evolution of Human Resourse Management . E- Handbook , 3-9.

Rotich, K. J. (2015). History,evolution and development of Human resourse management: A contemparary perspective. Global Journal of Human Resource Management , 58-73.