However, we will make the distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants. Recruitment and selection are usually considered as one process. In this session we look at the first stage of managing people – attracting and selecting staff. Human resource management is sometimes referred to as: “…….those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage” (p. 352). While Miller (1987) suggests that HRM relates to:
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“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled” (p. 49). Torrington and Hall (1987) define personnel management as being: Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. HRM is also seen by many to have a key role in risk reduction within organisations.
As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. When Human Resource Management is properly employed members of the workforce are expressive of the goals and operating practices of the firm. Practicing good human resource management (HRM) enables managers of an enterprise to express their goals with specificity, increasing worker comprehension of goals, and provide the necessary resources to promote successfully accomplishment of said goals.
Human resources should not be categorized with basic business resources (trucks, filing cabinets, etc.). Effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance.įundamentally, human resource management is based on the assumption that employees are individuals with varying goals and needs. Human Resource Management ( HRM, HR) is the management of an organization’s employees. While human resource management is sometimes referred to as a “soft” management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Click-here-for-2300real-work-from-home-company-list-daily-jobs-updates