Human Resources Management: The Evolution Of Human Resource Management

“Human resource management is defined as a strategic and coherent approach to the management of an organisation’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.” (Armstrong, 2009, p.4). Human resource is the employees within the business, Human Resource Management is the management of the employees and to emphasis what they can bring to the business and monitor how the business can improve. “The overall purpose of human resource management is to ensure that the organisation is able to achieve success through people” (Armstrong, 2009, p.8), if the workforce feel valued, the work performance will be of a higher standard, this in tale can then boost the businesses production.

Management of Personnel is crucial to work environment because one must possess the power to motivate, develop, and direct others as they work. Also, retain the ability to identify the best individual for the job.

“HRM is comprised of the staffing, development, motivation, and maintenance functions. Each of these functions however is affected by external

Management of your staff is one of the most important roles of any human resource department, the way that it is done is split into two types; personnel management and human resource management. Personnel management is “a predominantly administrative record-keeping function that aims to establish and maintain equitable terms and conditions of employment” (Nayab, 2015). Human resource management “integrates the traditional personnel management functions to incorporate goals and strategies, and performs additional people-centred organizational developmental activities” (Nayab, 2015). Human

Five days after graduating highschool, I left my hometown for the United States Navy. The dress code was simple: hair needed to be cut a certain way, creases in my uniforms were to be exact, mandatory clean shaven face and my medals/ribbons needed to be in their proper place and perfectly aligned to standards. Once I retired, reality set it when I assumed the role as a Human Resourcess Manager or Director. Skirt lengths, open/closed toed shoes, cleavage (both front and rear), piercings and tattoos are just a few of the items I was responsible for in regulating at the corporate office. This paper will discuss many of the common dress code issues, legal responsibilities and a bit of personal humor and insight into the ordeal of establishing a dress code policy that will regulate your appearance. In addition, this paper will add some of my trials and pitfalls when establishign policy that might help some of my colleagues who will become Human Resources professionals learn to be realistic and quite possibly compassionate when it comes to preparing a dress code policy.

How has strategic human resource management as a field evolved over the years? What are the practices that are likely to bring forth better performance with regards to strategic human resource management? Strategic human resource management deals with strategies used by business enterprises and companies as means of the improving and measuring performance. It is important to understand these strategies as it helps determine what would be required for employers to get good results from their enterprises and employees to feel comfortable and also feel motivated to work efficiently. Strategic human resource management (SHRM) emphasizes the need

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

The personnel employed in an organization according to Vickerstaff (1979) serve as the hub around which other resources revolve. This allows the entire wheel of the organization to turn smoothly in order to perform more effectively, efficiently and economically. This is the reason why the personnel employed in any organization who eventually becomes the bread-winners of his family and an instrument of progress for the society, have to be well structured. The human elements (personnel) have needs, emotions, interest and attachment, his productivity or performance becomes bolstered if he is reasonably taken care of and if his working environment is made conducive. The organization itself and the society at large becomes the ultimate beneficiary in the view of Storey and Sission (1990).

It is prominently known as Traditional Personnel Management. Human Resource Management have risen as an expansion over the Traditional Personnel Management. Personnel Management is a piece of administration that arrangements with the enlistment, employing, staffing, advancement and pay of the workforce and their connection with the association to accomplish the authoritative destinations. The essential elements of the personnel management are separated into two classifications: Agent Functions: The exercises that are worried with obtainment, improvement, remuneration, work assessment, worker welfare, usage, upkeep and aggregate bartering. Administrative Function: Planning, Organizing, Directing, Motivation, Control and Coordination are the essential administrative exercises performed by Personnel Management. From the most recent two decades, as the advancement of innovation has occurred and the people are supplanted by machines. Essentially, this branch of administration has likewise been superseded by Human Resource

The process of employing, developing, assigning people work in an organisation is called as human resource management. People involved in managing these are termed as personnel managers. Their duties are hiring, staffing and keeping employment records. Human resource management is an essential factor of any successful business. The various subsystems under the HR module are:

Personnel management is integral part of the management process as an effective organization will make sure that there is a strong cooperation, commitment and satisfaction among its employees. Employee is one of the important treasuries in an organization; it can affect the company’s operation and productivity. Throughout all factors affecting personnel management, interpersonal trust and employee satisfaction are regarded as the vital factors for business effectiveness. Interpersonal trust can maintain the high level of employee satisfaction, while employee satisfaction contributes to low employee turnover and outstanding company reputation.

Staffing is the recruitment and selection of possible employees, done through interviewing, applications, networking, and others. Training and development is the next step in a continuous process of training and developing skilled and adapted employees. Motivation is key to keeping employees highly productive. This function can include employee benefits, performance appraisals and rewards. Lastly is function of maintenance involves keeping the employees’ commitment and loyalty to the organization. Human Resources is generally viewed as a support function to the business, helping to minimize costs and reduce

An organizational plan defines the purpose of a company, but a business is lifeless without its people. In order to hire, train, and promote a quality talent pool, managers in a large firm will turn to a Human Resource manager or personnel manager to find potential candidates (Plunkett, Allen & Attner, 2013). Just like most functions within an organization, there is a process for staffing that is made up of eight elements. The eight elements of the staffing process include human resource

Personnel means a body of persons employed in a place of work or organisation or a group of people who work together in the same organisation are referred to as personnel, and are willing to obey orders through the organisation which is hiring, training and placing employees and for setting policies for personnel management (Sehrebo, 2008, p. 38).Psychology is the scientific study of the human mind and its mental characteristics or attitude of a person.

Human resource management (HRM) recognized by most organizations today as contributing strategically important functions, which contribute towards their success. Exploring HRM’s beginnings will provide insight regarding progression and development of previous practices leading to current human resource management processes and its future challenges in Canadian healthcare organizations.