Introduction to Human Resource Management

Human Resource Management

“Human Resource Management is the strategic and operational management of activities focusing on the human resources in an organisation.” Mathis and Jackson, 1991

Characteristics of Human Resource Management

1. An explicit relation between HRM and corporate strategy
2. Commitment of Employee
3. Recognition of the common interests and needs
4. Response to influences of social, economic, political and cultural contexts
5. Owned by line managers and not by personnel specialists
6. Employees are seen as assets or human capitals

Function or Areas of HRM

1. Job Analysis
2. Human Resource Planning
3. Recruitment and Selection
4. Training and Development
5. Performance Appraisal
6. Compensation and Benefits
7. Health and Safety
8. Employee Relations

The Development of HRM Concept

1. Early Scientific Management Era
2. Scientific Management
3. Human Relation Movement
4. The New HRM Era
5. The Work of Pioneers
6. Human Capital Concept
7. The Concept of Corporate Culture and HRM
8. The New HRM
9. HRM in the UK

Theoretical Perspectives of HRM

1. General system theory
2. Institutional theory
3. Resource dependence theory
4. Human capital theory
5. Transaction costs theory
6. Resource-based theory

HRM Model

1. The Matching Model
2. The Harvard Model

The Harvard Model

1. Employee influence
2. Human resource flow
3. Reward systems
4. Work systems

The Model of Strategic Change and HRM

1. Guest’s Normative Model
2. Brewster’s International Model of HRM
3. Schuler’s Contextual Model
4. External Context
5. Sense-Making and Decision Making
6. Human Resource Management Activities

Guest’s Normative Model

Brewster’s International Model of HRM

Schuler’s Contextual Model

External Context

1. Customers
2. Laws and regulations
3. National cultures
4. Labour unions
5. Labour market
6. Technology
7. Industry
8. Suppliers, competitors and potential alliance partners

Sense-Making and Decision Making

1. Interpreting environment
2. Selecting and prioritising objectives

Human Resource Management Activities

1. Planning
2. Staffing
3. Appraising
4. Rewarding
5. Developing

HRM Paradigms: Universalism Vs. Particularism

HRM Approaches: HARD Vs. SOFT HRM

The Scope of HRM

The Rising Interest in Human Resource Management

1. To have a competitive advantage in local and international markets
2. Globalization
3. Workforce diversity
4. Changing skill requirements and avoiding skills deficiencies
5. The contingent workforce
6. Continuous improvement programme and work process engineering
7. Decentralised work sites
8. Employee involvement
9. Minimises the complexities of the organisation
10. Changes in technology
11. To provide opportunities for educated workforce

Personnel Management Vs. Human Resource Management

Objectives of Human Resource Management

1. Achieve high productivity
2. Increase the quality of work-life
3. Increase workforce commitment
4. Management of organisational culture
5. Providing a supportive environment for employees’ creativity
6. Making organisation system flexible
7. Maximising social concerns

Strategic Roles of HRM

1. Strategic Selection
2. Strategic Appraisal
3. Strategic Rewards
4. Strategic Development

Reference:

1. Management an Introduction – David Boddy (Publication – Pearson, 7th Edition)
2. Human Resource Management – Dev Raj Adhikari
3. Business Studies – XII (Asmita Publication)