Human Resource Management in Context - Essay Example

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The contextualization of HR imperatives has emerged as crucial factor for reconceptualization of HRM within the broader precincts of business strategy. The myriad external and internal imperatives that drive organizational and HR strategies become key linkages for gaining…
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Human Resource Management in Context
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Download file to see previous pages The paper would therefore analyse scholars’ assertion that contemporary trend in HR considerably promotes organizational strategic interests over employees interests (Van Buran, Greenwood & Shehan, 2011).
The post industrialization period saw massive changes in the work paradigm. The Ford model became important scientific approach to labour management resulting in greater mechanized production process. While Taylor had identified skills and training for specific job outcome, Fordism was distinct in its managerial control and incentive driven mass production (Rose, 1975; Benyon, 1973). The model proved to be deficient in addressing the needs and requirements of the workers and was later replaced by human relations that took cognizant of workers’ socio-psychological needs. This was vital shift in the human capital employed within production units and businesses which had identified and used human factor as important ingredient of higher work outcome (Cannel, 2004). In the post war era, the emergence of labour union gave huge impetus to employees’ rights and fair working conditions. The concern for workers led to state legislations and organizational policies vis-à-vis employees work conditions, wages, recognizing their rights etc.
In the late 1990s, the technology and transforming socio-economic and political dynamics necessitated reconceptualization of employees and employers’ relationship (Hattam, 1993). The rise of Margaret Thatcher in UK witnessed significant change to individualism from collectivism that introduced the term human resource management which primarily indicated more emphatic role of management in the workers’ welfare and output (Lupton & Shaw, 2001). The HRM was deemed as important facilitator between workers and employers that incorporated various human resources activities like recruitment, performance, change management, ...Download file to see next pagesRead More
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