Introduction to Human Resource Management (Blog 1)

Definition of HRM

We can find many definitions that describe “what is HRM or What it should be” and there is not a specific or widely accepted definition that can define what HRM exactly is. In early age society also faced with resource problems as how to find skilled people for the right tasks and how it make sure that people do what they should do, how to retain people when the times are tough, etc. time to time social, cultural, economic and political systems of the society have changed the way of people work and their working conditions also changed tremendously (Zorlu, 2009).

Human resource management involves more than one person gathered to achieve one or more specific goals and objectives. As we can see, it starts at the family level where family members having their different roles and responsibilities to accomplish objectives of the family. The head person of the family would find all available resources to achieve whatever may be needed or desired (Josephat, 2011). In an organization, employees are considered as human resources (a cost) and its main aim is to improve, develop and retain this resource. HRM manage to maintain the employee as efficient and effective workforce in order to minimize cost and increase productivity to gain competitive advantage within the organization (Zorlu, 2009). 

Functions of HRM

Human resource management mainly refers the activities of staff that are actively engaged with the processes of organization. Manager or head of department is responsible for establishing and implementing strategies for the human resource by acquiring, retaining and developing the human resource of the organization. Staff members are responsible for providing best results as expected by both management and organisation. The policies of the Human Resource Department affect the entire workforce (Manmohan, 2013).

According to Armstrong, (2006) A Human capital can be regarded as the prime asset of an organization and businesses. Therefore, management taking steps satisfy people needs and to enhance and develop the inherent capacities of people by providing guidance on people management strategy and practice. A productive and harmonious relationship can be maintained through partnerships between management and employees by enhance motivation, job engagement and commitment by introducing policies and processes that ensure that people are valued and rewarded for what they do and achieve.

Organisational systems, processes and activities are integrated through a strong organisational culture and it made up of values, attitudes, norms, and practices how things are done and doing in the organization. Human resource managers recognise and appreciate the need for keeping people at the top of the agenda in achieving organisational objectives. This encouraging employees to feel first in all HRM functions in the organisation and they are responsible in guiding the organization to be the first among competitors (Josephat, 2011). Successful organisations are fully utilise the maximum potential of their employees by different approaches used in job design, recruitment of multi-skilled employees.

References ;

• Armstrong, M. (2006) 'A Handbook of Human Resource Management Practice', 10th edn., London, Kogan Page, pp. 32-33.

• Josephat, I. (2011) 'Fundamentals of human resource management', African Studies Centre, Netherland & Tanzania, pp. 1-16.

• Manmohan, J. (2013) 'Human Resource Management', 1st edn., p. 9. [Online] Available at: https://bookboon.com/en/human-resource-management-ebook (Accessed on: 02 August 2018).

• Zorlu, S. (2009) 'Managing the Human Resource in the 21st Century', pp. 14-18. [Online] Available at:  https://bookboon.com/en/hrm-managing-the-human-ressource-ebook  (Accessed on: 02 August 2018).