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Human resource management and career management - Dissertation Example

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Since the beginning until today, human race has been able to ensure continuous progression in every aspect of the society from education to business, and from art to medicine…
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Human resource management and career management
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Download file to see previous pages Since the beginning until today, human race has been able to ensure continuous progression in every aspect of the society from education to business, and from art to medicine.In such developments,business has remained an imperative component of every society;however,expertshave indicated that until few decades ago, business were only a meant of making profits, and employees were only instruments of ensuring that profit in the business. In other words, there was no difference between humans and animals and both were tools of carrying out work for the employers. However, in recent years, there has been noteworthy alteration in the process of business (Harris et al., pp. 56-60, 2003), and one can observe significant changes especially after the introduction of human resource management that has now become an imperative component of every business organization around the globe. Analysis of the literature (Hendry, pp. 20-22, 1995; Armstrong, pp. 71-78, 2006) has indicated that today in the era of information and technology and in midst of thousands of qualified individuals lurking to acquire a job, career management has come up as a new aspect. It specifically involves provision of opportunities to individuals to explore their career possibilities, development of their career objectives, and provision of strategies to acquire their career. Experts (Miner, pp. 63-68, 2007) now believe that in the era of economic recession and increment in the unemployment, it has now become important for both career management and human resource management to integrate them, in order to ensure effectiveness at both workplaces, as well as in the marketplace (Ulrich, pp. 23-26, 1997). In the result, it is now a premise of this paper that human resource management should or even must be a component of career management in the future as such step will ease the process of recruitment, selection, and development of employees in the workplace. Additionally, it will allow the employers, as well as employees to acquire their targets easily in the marketplace. In order to understand the significance of making HRM a component of career management, the paper will now attempt to understand different current roles of HRM. Particularly, HRM is one of the tactical components (Lumsden et al., pp. 46-55, 2009) within a business entity, which ensures efficient handling of existing, as well as potential labor force. In particular, the major responsibility of HRM is to employ human workforce and make sure that they work in accordance with the identified goals and objectives of the organization, which HRM does by ensuring timely provision of all the required resources essential for such fulfillment. Experts (Briscoe & Schuler, pp. 50-54, 2004) have noticed that nowadays, HRM is also involved in dealing with factors, such as advantages, remuneration, efficiency of workers, productivity of employees, and most importantly, effective communication between employees and employers in the organization. From this brief understanding of the role of HRM, it seems that HRM can be very beneficial in ensuring effective implementation of career management. Unfortunately, nowadays, career has become a synonymous term to job, which is completely inappropriate and inaccurate. Particularly, career is a sequence of jobs, and job is a term that refers to a work that an individual takes to complete it (Grimshaw, pp. 20-25, 2009). In this regard, HRM should be a part of career management, as it can support the later to enable employees to manage their career in the most effective manner rather than sticking to a single job while changing different organizations, and considering it career management. Fortunately, nowadays, a huge number of business organizations are taking their workforce as basic pillars for the success of their organization (Mabey et al., pp. 25-30, 1998). In the result, employers are these days putting efforts to provide ...Download file to see next pagesRead More
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