Introduction to Human Resource Management
What is HRM
Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often referred to simply as human resources. Every organisation is made of people, acquiring their services, developing their skills, motivating them to higher levels of performance, and ensuring that they continue to make their commitment to the organisations.
According to Pigors and Myers, HRM is basically a method of developing potentialities of employees so that they feel maximum satisfaction of their work and give their best efforts to the organization.
According Armstrong, a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations.
According to Ivancevich and Glueck, Human resource management is the function performed in organizations’ that facilitate the most effective use of people (employees) to achieve organizational and individual goals.
(Economicsdisscussion.net)
Early notions of nature of Personnel Management
Industrial revolution
The evolution of HRM started along with Industrial revolution which brought revolutionary changes in the field of production and marketing. Industrial revolution created favourable background for HRM. Large scale production, use of power in the production activities, use of labour in production, use of power in the production activity and the introduction of factory system in manufacturing are the broad features of industrial revolution. Due to this revolution, the place of production was shifted to factory premises. Many workers were employed for large scale production. Industrial workers were treated badly and denied far wages satisfactory and working conditions. They were exploited by employers. (IPL.Org)
Trade unions
Trade unions are organisations of workers that seek through collective bargaining with employers to:
- Protect and improve the real incomes of their members
- Provide or improve job security
- Protect workers against unfair dismissal and other issues relating to employment legislation
- Lobby for better working conditions
- Offer a range of other work-related services including support for people claiming compensation for injuries sustained in a job.
McGregor’s Theory-X and Theory-Y
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McGregor promoted Theory Y as the basis of good management practice, pioneering the argument that workers are not merely cogs in the company machinery, as Theory X-Type organizations seemed to believe.
The theories look at how a manager's perceptions of what motivates the team members affects the way he or she behaves. By understanding how the assumptions about employees’ motivation can influence the management style, you can adapt your approach appropriately, and so manage people more effectively.
Understanding the Theory X & Y, management style is strongly influenced by beliefs and assumptions about what motivates members of the team: If you believe that team members dislike work, you will tend towards an authoritarian style of management; On the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style. Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management.
(Mindtools.com)
Key Characteristics of HRM
- People Oriented.
- Employee Oriented.
- Gives Opportunities.
- Decision Oriented.
- Development Oriented.
- Individual Focus.
- Continuous Function.
- Future Oriented.
Conclusion
HRM could be considered one of the most vital functions in any organization. It affects every aspect of a business’s function, from operations and production to marketing and sales. While HRM is very complex in its workings, it could be described as the rope that links human performance to organizational goals.
References
https://www.ipl.org/essay/Explain-The-Concept-Of-Human-Resource-Management-FKEZGW74SCFR (IPL.Org)
https://www.economicsdiscussion.net/human-resource-management/definition-of-human-resource-management/31830 (Economicsdisscussion.net)
https://www.mindtools.com/adi3nc1/theory-x-and-theory-y(Mindtools.com)
Good work. It is notable that HRM has evolved significantly over time, from personnel management to a more strategic and holistic approach that recognizes the value of human capital. Key stages in the evolution include personnel management, human relations, behavioral science, strategic HRM, and talent management. HRM recognizes the strategic importance of human capital in achieving organizational goals, resulting in improved productivity, profitability, and competitiveness. Additionally, it has led to a greater emphasis on employee well-being, job satisfaction, and work-life balance.
ReplyDeleteThank you for sharing this informative article on the introduction to Human Resource Management, Thamasha. I appreciate the way you have explained the various definitions of HRM given by different authors, and how it encompasses the recruitment, development, and management of employees in an organization.
ReplyDeleteThe historical perspective of HRM and its evolution from the Industrial Revolution to the present day is also interesting. Your explanation of the trade unions and their role in protecting workers' rights is well-written.
Moreover, your discussion of McGregor's Theory X and Theory Y and how they influence management styles is particularly noteworthy. Understanding how these theories affect employee motivation can help managers adopt appropriate approaches to managing their team members.
Overall, I found this article to be an excellent introduction to HRM, providing a comprehensive overview of its key characteristics and its importance in organizations.
Interesting article Thamasha! HRM has been a long debated and evolved subject matter which deals with the most sensitive business aspect - Employees. Hence, SHRM forms a critical part of business management. The points in this articles showcases how far HRM has improved and how far it will go ahead in futures. Thank you for sharing these insights.
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