Human Resource Management - Essay Example

Download file to see previous pages HRM Defined The concept of Human resource management, generally shortened to HRM or HR, pertains to managing the workforce in an organization. The HRM approach is accountable for attracting, selecting, training, assessing, and rewarding of employees, and supervising the culture and leadership of the business organization as well as guaranteeing adherence to the labor and employee laws at the same time. The practical definition of the term HRM has been provided by various business experts, practitioners and researchers, and one of it examines that human resource management “represents that part of an organisation’s activities which is concerned with the recruitment, development and management of its employees” (Wall and Wood, 2005, p. 430). Thus, we can assume from these descriptions that, the term is in wide use in the business organizations for the representation of the selection, recruitment, training and appraising practices. The practices of HRM, in theory, might feel like an abstraction. However, in practice, the department is considered as one of the most significant and vital parts of the business organization. According to the researchers and management experts, HRM is a department which assists the business in the process of value creation with the help of a workforce which is managed in strategically. The function of HRM was initially made practical through the performance of transactional work which included the administration of benefits and payroll. However later, with the advent of technological advancement, globalization, further research, and company consolidation, the human resources now centre their focus on taking up the strategic initiatives such as industrial and labor relations, diversity and inclusion, acquisitions, mergers, succession planning, and talent management. History and Development The concept of HRM initially begun with the human relations movement that occurred in the earlier part of 20th century. The major reason for the happening of this movement was the introductions of lean manufacturing in the industry by Frederick Taylor. The widely known Taylorism, at that time, had coined the term "scientific management" which was founded upon struggling to enhance the economic efficiency in manufacturing sector of occupations. Taylor, ultimately initiated one of the various primary inputs, labor, which was utilized by all the business in running their manufacturing processes. This element sparked the researches and investigations into the concept of workforce productivity (Merkle, Judith, 1990). By the next few years, there existed sufficient theoretical evidences in order to enable the organizations undertake to change the landscape of businesses, and adopt HRM functions in the public policy in order to change the employer-employee relationship within the organizational framework. This subject was, then, made official with the term "industrial and labor relations". With the passage of time, the evolution of the discipline of Human Resource Management continued and kept growing. In the second half of the 20th century, the memberships of unions in the organizations declined sharply, and in the meantime, the workforce management kept expanding on a continuous basis in order to influence its role in the business organizations and their activities. This was the time period when the term "Industrial and labor relations" started being utilized with specific reference to the ...Download file to see next pagesRead More