What is HRM?
What is HRM?
In this article, we look at the question “what is HRM ?” by giving a broad overview of the topic and introducing the practice of HRM in contemporary organizations. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the “art and science” of HRM is indeed complex. We have chosen the term “art and science” as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.
As outlined above, the process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.
The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the “employment relationship” fulfilling for both the management and employees.
These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. To put it in one sentence, personnel management is essentially “workforce” centered whereas human resource management is “resource” centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control.
References
Juneja, P., n.d. management study guide. [Online]
Available at: https://www.managementstudyguide.com/human-resource-management.htm
What will happen on HRM in future world.
ReplyDeleteWith the concept of globalization each and every sector in the world subject to revolutionary changes.And also the HRM sector will be more advanced with the modern world trends.Some trends are listed as follows:
Delete1. Employees are learning all the time.
2. Talent acquisition
3. New ways of appraising employee performance
4. New leaders
5. Digital human resources
6. Striking a balance between machines and workers
7. Transformation of leadership
Three from the above points are briefly described below;
• New ways of appraising employee performance
Human Resource Department will look for new appraisal models based on well defined targets and continuous feedback;hundreds of companies-including Abode,IBM have been successfully experimenting with new ways to appraise and reward employee performance.
• New leaders
The companies in the worldwide are looking forward for new type of working personalities.The trend is towards younger and more diverse leaders who are able to run businesses in the digital sphere.
• Transformation of leadership
Unlike in the past,leadership is not always about leading a team or managing them.The digitalized world has put forward possibilities of networked organizations than bring more success than with just delegation of authority.
?-Are you satisfied with my answer?
Dear Lakmal, Now a days technology is rising and in the further technology will integrate with the HRM and can you give a brief idea about how that process will work in the further?
ReplyDeleteYes as in every sphere the HRM will be intergrated with the modern digital technology.With new innovative technologies the efficiency will become advanced.HR departments are increasingly moving away from traditional practices such as artificial intelligence and virtual reality which are driving change across the industry. Some points are givenout below;
ReplyDelete1. Recruiting transformed by the internet
2. Ease of communication
3. Data analysis of employee performance
4. Security practices
5. Too much data
Example;HRIS-Human Resource Information System is a composite of databases,computer applications,hardware,software that are used to collect,record,store,manage,deliver,present and manipulate data of human resource.
Are you satisfied with the answer?
Hi Lakmal,
ReplyDeletewhat is the most difficult task in human resources management in further.....?
Mr.Eranga,it can be seen that the most difficult task in HRM is recruiting the right person,to the right job,at the right time and retaining the employees.
ReplyDeleteDo you agree with it?
Hi Lakmal.. How can HR improve employee relations.
ReplyDelete