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ng employment relationships in order to ensure that the efforts of the employees were specifically directed towards attaining organizational competitiveness and good performance in the increasingly volatile markets. Since then the term has increasingly been applied in numerous business undertakings of both small and large organizations to refer to organizational functions relating to matters related to employees.
Michael Armstrong (2006) summarized human resource management as a strategic approach to achievement, development, motivation and management of the human resources in the organization. He adds that it works to shape a suitable corporate culture and initiate reflective and supportive programs regarding the organization’s core values.
Human Resource Management describes a system within organizations designed for the management of employees. It works towards achieving organizational goals through acquiring and maintaining competent employees. Human resource management activities involve designing or defining work, staffing and employee benefits and compensation. According to Brewster and Scullion (1997), the human resource manager is charged with the duty of recruiting employees into the organization, helping them work, working out emerging problems and compensating them accordingly.
It may well be concluded from the descriptions given by different scholars and professionals that human resource management deals with matters relating to employees such as organizational development, hiring, safety, training, compensation, benefits, wellness, and motivation among others.
Many a scholar has noted that the basic asset of an organization is its human resources. In other words, the organization cannot flourish without effective management of these resources. Organizational success can only be achieved by the implementation of effective personnel policies and procedures which all add to the achievement of the organization’s set targets, objectives and
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The sustainability of a firm primarily depends on its management’s efficiency in identifying the need for change and executing appropriate amendments right time. The need for change would reflect an array of symptoms which will have multiple effects on the business as a whole.
In particular, it defines the major principles of international ethics and CSR practices. The findings suggest that conducting international business in an ethical and socially responsible manner involves working in compliance with human rights protection principles, designing and following a corporate code of ethics to be used internationally, as well as launching or supporting CSR initiatives that correspond to the needs of host and global communities.
With the ever accelerating pace of change on the wake of globalization the need for strategy has increased manifolds. Every business big or small needs to develop a strategy for successfully running the business. Strategy is provides the long term picture and approach to the business and answers the question why business is being done in certain way.
Student’s Name Professor’s Name Subject July 23, 2011 Past Does Matter The past has a definitive role in determining the future of humans. Human civilization has developed into its current status by learning lessons from the past and absorbing the virtues and values imbibed by previous generations.
What is HRM, and does it Matters?
In practice, HR functions are infinitely flexible, contingent over time, influenced by external context of age, and subject to change within short time periods (Farnham, 2010, 4). One of the major researches in the field curtly defines HRM as the management of employment (Marchington and Wilkinson, 2008).This paper explores what human resource management (HRM) is, and whether its existence matters in contemporary work environment.
Struggling with the same issues of direction and context this article, "Dynamics of decision power in the localization process: comparative case studies of China-Western IJV's" reviews the International Human Resources Management issues and how they have impacted on the transfer of HRM facilities by Multinational Corporations .The emphasis is on whether normative host country practices can be internationalised particularly with regard to International Joint Ventures in relation to examples from the experience of four Chinese International Joint Ventures.
There are a number of models of HRM that have been produced over the years. These models provide us with an analytical tool to understand HRM development. The models allow us to consider the varying academic perspectives of HRM. Great academic debate surrounds the definition and meaning of HRM, Noon (1992 ) queries whether it is a 'map,' 'model' or 'theory' Armstrong (2006) questions its existence; its meaning and status.