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HRM in Context - Essay Example

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HRM in Context Table of Contents Table of Contents 2 Introduction 4 Theories on Employment Relationship Management 5 The Harvard Model 6 The Michigan Model 7 Guest Comparative Model 7 The ‘Choice’ Model 8 Practices of Employment Relationship Management 8 Antecedents and Functions of Contemporary HRM 9 Leadership 9 Motivation 10 Herzberg’s Motivation-Hygiene Theory 10 Douglas McGregor’s X Y theory of Management of Employees 10 Maslow's Hierarchy of Needs 11 Succession Planning 11 Example of Employee Relations 13 Enforcing Workplace Policy 13 Identifying Employee Concerns 13 Investigating Complaints 13 Resolving Workplace Issues 14 Employee Relations Issues 14 Legal Issues 14 Conflict M…
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Download file to see previous pages Employee relationship management (ERM) has over the years emerged as one of the vital constituents of HRM which signifies to managing and establishing the inter-relationship between the varied employees in an organisation. These relationships can occur between the employer and employees and amid employees belonging to a particular level in an organisation. In this context, employment relationship is determined as the lawful association between employees and employers. This association prevails when an individual executes a particular work service or work within certain specified condition in response for remuneration. Employment relationship facilitates to establish the reciprocal obligations along with rights in between the employee and employee. This relationship largely facilitates workers to derive access to their fundamental benefits as well as rights related to their employment (International Labour Organization, 2011). In this regard, it is observed that within the periphery of employment relationship, HRM’s responsibility is to ensure that the employees are always efficient, effective and productive. A few of the employment relationships facets include drafting the best procedure for the recruitment and selection process, preparing job classification inculcating motivation, training and development for the betterment of the employees and organisation, scaling a payment status, performance appraisal along with ensuring sustained guidance to the staff. In relation to the context of motivation, it is observed that employees generally work to fulfil its psychological needs, but they also need to take care of their relationship with the superiors or the employers, which forms one of the crux elements of employment relationships in the contemporary scenario (Budd & Bhave, 2006). With these considerations, the essay intends to discuss the antecedents and functions belonging to contemporary HRM in facilitating organisations to manage employment relationships. Theories on Employment Relationship Management The notion of employment relationships is broadening day-by-day and has become a key factor to ensure that both employees and employers are contented with each other in terms of prevailing work process conditions. The approach of employment relationships actually has been developed from various subjects including economics, sociology, psychology, political science and history. It constitutes certain levels namely international, national, industry, organisational or corporate, workplace and individual (Rasmussen & Lamm, 2002). Within the aspect of employment relationships, the notion of hard and soft HRM needs to be specified. Hard HRM significantly incorporates elements within the aspect of employment relations focusing emphasis on workers’ compliance and quantitative output of the organisation. Similarly, soft HRM is a more long-standing and strategic perspective which supports flexibility, quality, performance, recognition, negotiation and rights in terms of employment rel ...Download file to see next pagesRead More
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