Human resource management and career management - Dissertation Example

?Running Head: HRM (Draft) HRM (Draft) [Institute’s HRM (Draft) 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, experts (Robbins & Judge, pp. 23-25, 2009) have 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 facilities and resources to their employees, as well as are arranging developmental and training opportunities that allow the employees to groom and train themselves, subsequently, manage their career effectively (Jennings, pp. 89-92, 2007). In the past, a job in a successful organization used to come as a successful career, and changing of job from one organization to another was an unheard story. Nowadays, changing of jobs has become a usual practice, and employees are changing their jobs every other day to fulfill their requirements and achieve job satisfaction. Integration of HRM with career management will play an important role in providing assurance to employees regarding their long-term employment, and at the same time, will be very significant in ensuring job satisfaction with effective career management that will subsequently lead to employee, as well as employer satisfaction in the organization (Mondy, pp. 40-47, 2008). Until now, the discussion has been successful in recognizing the significance of inclusion of HRM in the career management; however, it is essential to discuss different components of HRM to analyze its applicability with the processes of career management. While organizations are involved in providing benefits to their workforce, one of the basic functions of HRM is to select and recruit qualify staff in accordance with the organizational objectives. In this regard, recruitment and selection processes become the responsible HR components that determine success or failure of an organization (Raymond, pp. 31-37, 2004). In the result, it has been an observation that organizations give more significance to these two processes in comparison to other processes that focus more towards development and training of the employees. From such an understanding, before taking HRM as a part of the career management, it will be very essential for experts to provide awareness to the organizations, in order to encourage employers to allocate more budgets and give more significance to training-related processes of HRM, which will be very beneficial for the organization, as well as for the career management. Conversely, if HRM remained a function focusing primarily on recruitment and selection, inclusion of HRM will not create a significant impact on the organizations, as well as on the marketplace and individuals will continue to confront same issues of considering job as synonymous to career (Poole, pp. 20-23, 1999). Moreover, recent studies (Mathis & Jackson, pp. 43-49, 2007) have identified that economic recession has resulted in adverse impact on majority of organizations around the globe that has resulted in organizational decisions, such as employee-cuts, salary-cuts, reduction in the number of training-related provisions, and most importantly, outsourcing (Griffin & Moorhead, pp. 50-54, 2009). In the result, on one hand, organizations are saving their monetary resources by making such decisions; however, on the other hand, this has created issues for employees, such as lack of job satisfaction, and for employers, such as issues in retaining talented and quality workforce (Lynda, pp. 21-25, 1999). From all such alterations, literature has indicated introduction of a new terminology of ‘self career management’ that now allows an individual to manage his/her career explicitly. From this perspective, it will now be the responsibility of HR managers to provide resources to the workforce, in order to enable them to manage their career by themselves. However, for such an alteration, organizations will have to alter their understanding regarding the significance of career management, as well as regarding the changing role of HRM as not only a process of recruiting, selecting, and handling employees, but as an integrative process of providing an environment of development to the individuals while both roles resulting in organizational success. In this regard, besides the functions of recruitment and selection, HRM experts will have to endeavor to denote the importance of flexibility notion in the HRM that is one of the major factors that determines the future status of individuals in an organization, in other words, a factor closely in relation with the career management (Bratton & Gold, pp. 69-73, 2001). Thus, to integrate HRM with the career management, it will be a responsibility of HR managers to ensure provision of a flexible workplace environment to the human resource to carry out their jobs and tasks, and at the same time, provide flexible environment to the employees so they may groom, develop, and manage their careers individually. Unfortunately, majority of HR managers have been fulfilling only their first responsibility, and thus, it will now be significant for them to look into the other perspective of the HRM. Outline of Proposed Paper Introduction Different Roles of HRM Significance of HRM in Career Management Eligibility & Applicability of HRM in CM Current Scenarios where HRM is part of CM Issues related to Integration of HRM with CM Solutions & Recommendations Conclusion References used & will be in use for the proposed paper Armstrong, Michael. 2006. A handbook of human resource management practice. Kogan Page Publishers Bratton, John and Gold, Jeffrey. 2001. 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