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HRM: Human Resource Management


BY RAGEPK JULY 30, 2010POSTED IN: HUMAN RESOURCE MANAGEMENT

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HRM: Human Resource Management Human Resource Management or HRM basically considered as the organizational function of business factor that put stress on recruitment plans, management of the organization, and also providing direction for the people who work in the organization.Human Resource Management can also be performed by line managers. To keep the people at their best or right place. Hard and soft Human Resource Management:

Human resource managements Jobs and recruitment New business opportunities

Hard HRM: Manpower planning of organization, Contract negotiations and Labor legislation, Job analysis, Basic Selection and Recruitment, Compensation and Benefits of organization, Performance evaluations are legislation are the components of hard HRM. Soft HRM: This term of HRM consists of Functions such as development of Organization, conflict management, human resource education, leadership development, organizational culture, and relationship building. Objectives And Aims of HRM: Human Resource Management consists of activities and objectives such as Planning, Organizing, better Controlling, Staffing and Directing to obtain the performance of the human resources in an organization. It aims at recruiting, selecting, training and motivating people with right caliber at the right time for the right position, managing people for the improvement in their over all and individual performance for the organization, aligning the structure and culture for the benefit of people, administrating people for corporal issues. In an organization, function that focuses on management of, recruitment of, and providing better direction for the persons who workin that particular organization. Development of the HRM concept The initial concepts developed by American writers in the 1980s.The take up of these comments by British writers in the 1980s and earlier 1990s that were often skeptical about the reality beyond the rhetoric and dubious about its morality. The Matching Model of HRM It consists of four generic processes or functions that are performed in all organizations these are Selections,Appraisal, Rewards and Development. Harvard Framework The Harvard interpretation considers employees as resources. They are considering as being fundamentally different from other resources and they cannot be managed in the same way. Employees are significant stakeholders in an organization. They have their own particulars and concerns along with other groups such as shareholders and customers. This model outlines four HR policy areas. Human resource flows, Reward systems, Employee influence, and Work systems. Which in turn lead to the four Cs Commitment, Congruence, Competence and Cost effectiveness or HR policies that have to be achieved? Characteristics of HRM According to performance, competence, contribution or skills, rewards can be differentiating. To harness and manage the potentials in other people that they are not much familiar of most of the time. To be able to channel the right personnel to the right cause and bring the best out of them. To lead ordinary individuals with ordinary skills to achieve extra-ordinary feats, to bring the people toward happiness, the human resource manager is happy, and everybody is happy. Development in the concept of HRM

Time

Name

Views He has defining four policy goals that he believes can be

1987, 1989a, David Guest

1989b, 1991 1989 Karen Legge

used as testable propositions. Strategic integration, High commitment, High quality and Flexibility. She regards the three key features of HRM as 1.Various forms of flexibility.2. Teambuilding empowerment and involvement.3. Culture management They argue that better descriptions of structure and strategy making in complex organizations and framework for understanding them, are an essential underpinning for HRM Storey described HRM as an amalgam of description, prescription and logical deduction

1990-1992

Chris Hendry and Andrew Pettigrew John Storey

1989

A difference between personnel management and human resources, the difference can be described as philosophical. Human resources are responsible for managing a workforce as one of the primary resources that contributes to the success of an organization and tends to be an integral part of overall company function. Whereas Personnel management considered as more administrative, dealing with payroll, complying with employment law, and handling related tasks of an organization. Personnel management typically seeks to appreciate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. . From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. Similarities Personnel management strategies, flow from the business strategy. The personnel function provides the important advice and support services to enable managers to carry out their responsibilities

Personnel management recognizes the line managers that are responsible for managing

people. The values of Personnel Management and the soft version of HRM are identical with regard

to respect for the individual, balancing organizational and individual needs, and developing people to achieve their maximum level of competence ,both for their own satisfaction and to facilitate the achievement of organizational objectives.

Personnel Management and HRM recognize that the most essential processes meets the need

of people to ever-changing organizational requirements- placing and developing the right people in and for right jobs.

The same range of selection,competence analysis, performance management, training

management development and reword management techniques are used in both HRM and Personnel Management.

The soft version of HRM (the Harvard model), like Personnel Management, attaches

importance to the processes of communication and participation within an employee relation system.

Differences

Human resource management is flexible but the personnel management is nonflexible. Human resource management is bottom up approach where as personnel management has

top down approach believes. In Human resource management the basic structure of organization considered as organic and

on other hand, the personnel management organization structure is mechanistic. Human resource management is people oriented where as personnel management is task

oriented. Human resource management sees long term prospective where as personnel management

see short term prospective. Human resource management believes in facts and identified solution where as personnel

management believes only on number. Reactions to HRM The HRM include the opportunities to express grievances and raise personal concerns on such matters as opportunities for training and development, communications about business issues, single status, effective systems for dealing with buying and harassment at work, promotion from within, no compulsory redundancies, profit sharing. They refer to the hyperbole and rhetoric of human resource management. The incessant use of the word rhetoric by these and other academic suggests that they have a deeply held and cynical belief that management never mean what they say, or if they do mean it, dont do anything about it. Key HRM Activities The HRM concept which has to replace personnel management and implying that personnel managers should not handle recruitment, pay, and discharging, but should increase the use of an organizations human resources. Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, Human Resource Research and Payroll module. Key Requirements of HRM In order to achieve the objectives of an organization, the HRM section or department must carry out a number of requirements. The key requirements of HRM can be summarized as the acquisition, maintenance, development and termination of employees. Supporting the achievement of organizational strategic and goals. Ensuring that added value is obtained from all HR activities. Providing specific skills training.

TAGS: Aims of HRM, Characteristics of HRM, Development in the concept of HRM, Development of

the HRM concept, difference between Human Resource Management and Personnel Management, Hard and soft Human Resource Management, Harvard Framework, HRM tutorial, human resource management articles, human resources management association, Key HRM Activities, Key Requirements of HRM, origins human resource management, principles of

human resource management, Reactions to HRM, scope of human resource management, the future of human resource management, The Matching Model of HRM About the Author

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A manager employing the Soft HRM approach (aka Harvard/Theory Y) will be more lenient. They will trust the employees a lot more and gather opinion and take it on board. They also believe that workers/employees seek responsibility and come to work with the intention to impress and progress. They also believe that they have the organisations interests at heart and so they share common goals. http://wiki.answers.com/Q/What_is_meaning_of_hard_hrm_or_soft_hrm_with_example#ixzz 1RCqVnanm