Human Resource Management Essay Example | Topics and Well Written Essays - 2500 words - 2

Human Resource Management - Essay Example strategic way. It is focused on the management of the workforce in an organization and the provision of direction to them. The aim of the HRM is to deal with and solve all the problems, within the organization, that are related to the workforce. These include hiring and recruitment, performance management, appraisals, compensation and benefits, organizational development, communication, training, safety and well-being, employee motivation, administration and conflict resolution. HRM also deals with all the issues pertaining to corporate social responsibility. In addition to this, HRM serves as the only association that a company usually has with the trade union. More than anything else, Human Resource Management is a comprehensive as well as strategic approach of managing not only the employees but the entire workplace culture (Budhwar, 2000). Effective HRM is needed in order to ensure that employees contribute positively and effectively to the goals and objectives of the company. Th us HRM is extremely important if the organization wants to ensure that the employees do not go astray. It provides a policing arm to the organization. SIGNIFICANCE OF HRM It is a very important part of the organization and its significance can be judged from the fact that most organizations now have a separate Human Resource Management department, given that the organization is big enough to afford it. From being a low scale and low scope department, Human Resource Management has now become a strategic business partner of the organization since its function is to provide constant support to the vision and mission of the organization. This also because HRM aims to implement the business strategies and ensuring that they work. HRM is now believed to be the management of people in the organization, not employees. It is responsible for ensuring that the organization complies with the labor as well as employment laws. According to Cheddie (2001) the aim is to gain competitive advantage b y using a wide range of structural, personnel and cultural techniques. THEORIES AND PRACTICES As the discipline of HRM continues to grow and gain momentum across the globe, more theories and studies are being devoted to it. Most HRM theories and practices are directly drawn from the field of behavioral sciences as well as from theories related to strategic management (Som, 2008). For HRM to work effectively there are certain practices that the organization must adopt. Among the first theories on the HRM concept was proposed by the Michigan school. According to this theory, the HR system must be managed in a way so that it is in line with the organizational goals and strategies. This concept became very popular as the ‘matching model’. It was further developed that there is human resource cycle which comprises four functions. These are selection, performance appraisal, rewards and compensation and training and development. Delegation to Line Managers Budhwar and Khatri ( 2001) argue that in