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Devolvement as a Strategy in Human Resource Management - Essay Example

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This essay discusses that Human Resource Management has evolved from its origins to include a wider scope of responsibility and a multitude of functions. A trip down memory lane reveals that it was initially the accounting department, which took care of administrative transactions that concerned personnel…
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Devolvement as a Strategy in Human Resource Management
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Download file to see previous pages HRM has since been ascribed an essential role in achieving the goals of organizations. Its rise had important implications for the recognition of workers. The competencies of employees have been given more notice in recruitment and selection as well as in training and development (Van Marrewijk & Timmers, 2003). Its strategic position as a sounding board for top management and facilitator and change agent in the restructuring and transformation processes of the company is equally balanced with its role as an important partner for employees. “Thus, the HRM function positions itself in two ways: as the architect of new organizational structures and work systems, and as coach in management development processes and companion of employees in turnaround processes” (Van Marrewijk & Timmers, 2003, p.174)
Movement from traditional personnel management towards HRM is caused by factors such as “increased level of competition, less availability of trained workforce, less committed workforce, rapidly changing technology, increased level of downsizing and restructuring of organizations” (Budhwar, 2000, p. 143). Further, the increased importance and interest in HRM may be enhanced by the introduction of the National Vocational Qualifications (NVQs), Investors in People (IIP) standards, increased pressure on training and enterprise councils (TEC) and the “welfare to work” projects.
The ever-increasing functions of HRM have given birth to two practices – integration and devolvement. Brewster and Larsen (1992) define integration as “the degree to which HRM issues are considered as part of the formulation of the business strategy” and devolvement as “the degree to which HRM practices involve and give responsibility to line managers rather than personnel specialists.”  ...Download file to see next pagesRead More
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