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In 1974 the DoE defined HR planning as the, strategy for the acquisition, utilisation, improvement and retention of an enterprises human resources. To what extent has this definition maintained currency over the passage of time - Essay Example

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Employee’s wishes should be fulfilled first so as to ensure that they can accomplish company’s vision. Earlier definition of human resource management encompasses acquiring…
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In 1974 the DoE defined HR planning as the, strategy for the acquisition, utilisation, improvement and retention of an enterprises human resources. To what extent has this definition maintained currency over the passage of time
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Extract of sample "In 1974 the DoE defined HR planning as the, strategy for the acquisition, utilisation, improvement and retention of an enterprises human resources. To what extent has this definition maintained currency over the passage of time"

Human Resource Management Contents Contents 2 Introduction 3 Main Body 3 Conclusion 4 References 5 Introduction Human resource management is all about acquisition, development and retention of talented employees. Employee’s wishes should be fulfilled first so as to ensure that they can accomplish company’s vision. Earlier definition of human resource management encompasses acquiring skills, employee retention, building flexible employee base, promoting internal recruitment, improving employee change management mechanism, incorporating effective compensation system and imparting training program. In the current scenario focus has shifted towards aligning human resource management strategies with economic conditions. The concept of peripheral and core workforce was not incorporated in earlier studies but in recent scenario it has gained importance due to changing economic conditions.
Main Body
Flexibility in organizational system is an important approach. This form of flexibility ensures that there is increased rate of employee productivity. Earlier theoretical frameworks on human resource management have been able to support flexibility aspect of an organization. Theory X and Theory Y state such flexibility within the system (Leatherbarrow, 2014). Classical theory is also represented as Theory X. As per this theory, there are individuals who prefer to avoid work, needs to be threatened by giving punishments, avoid responsibility and always desire for job security. On the other hand, Theory Y takes into consideration another set of characteristics of human beings. The assumptions of this theory are mental or physical effort required in work is similar to spending leisure time (Bamberger and Meshoulam, 2000). There exist proper conditions under which human beings learn and seek responsibility. Hence there are theories on human resource management not only stating acquisition or retention of employees, but even highlights different dimensions of organizational commitment.
During economic hardships, traditional human resource management definitions do not hold much relevance. Classical theory on human resource management is the underlying principle used in earlier times but is not applicable in present scenario. This theory indicates that human resource management is associated with task or production. As per this concept, HRM practices are inclined towards coercion, punishment and control. Decision making is exhibited at the topmost hierarchical level and is later conveyed to other levels. This concept cannot be incorporated in organizations operating in current scenario. In 2014 organizations are likely to change their management structure (Guest, Michie, Conway and Sheehan, 2003). Economic hardships can be managed through focusing on peripheral and core workforce. UK organizations have recently shifted from the traditional approach of employee retention. Peripheral and core workforce is being maintained in these organizations. In certain circumstances, peripheral workforce is being eradicated in order to sustain core knowledgeable and skilled workforce.
Conclusion
As per the study, there are two opinions portrayed regarding application of earlier definition of human resource management in present scenario. There have been various theories framed on human resource management which addresses flexibility within organizational system. Theory X and Theory Y identify different aspects of workplace organization. The changing trend of HRM practices in recent decade is well addressed by definitions established by earlier authors. There are models denoting survival of the best fit which clearly indicates that all employees should not be retained for long term. Performance based organizational structure has always been mentioned in previous theoretical frameworks and still holds significance.
References
Bamberger, P. and Meshoulam, I., 2000. Human resource management strategy. CA: Sage.
Guest, D.E., Michie, J., Conway, N. and Sheehan, M., 2003. Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(1), pp. 291-314.
Leatherbarrow, C., 2014. Introduction to human resource management: a guide to hr in practice. London: McGraw-Hill Education. Read More
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