Human Resource Management
Introduction to Human Resource Management • A process that is an effective and efficient usage of human capital for accomplishment of set objectives of the organization. • Objective - To assure that there is timely availability of right men for the right job so that the set targets are efficiently achieved. • HRM scope is wide. • Includes those activities that initiate from manpower planning and ends when employees exit the organization.
Differences between Personnel management and Human resource management • Marriott International Inc. strives to provide its employees a good working conditions. The HR practices of Marriott have provided a friendly environment to its employees so that they can work happily within the organization. • The personnel management is a traditional approach of managing employee's in the organization while HRM is a modern method to strengthen the employee's management in the organization.
Continued.. • The personnel management considers people as an input to fulfil the desired output whereas HRM considers people as significant resource in development and accomplishment of the desired output. • The HRM emphasis more on training and development of to personnel management.
employees as compared
• The personnel management workings are more of routine nature while HRM is a strategic function that deeply focuses on development, acquisition, motivation and withholding of useful human capital in the organization.
Functions of HRM • Significant role to bring in and direct individual and collective efforts of employees towards the accomplishment of objective of the organization • HRM balances between the organizational goals and employees aspiration from the organization. • Enhances employees productivity through training and development.
Continued.. • HR acts in to hire new people or train the existing ones to perform the particular role needed to deal with such changes. • HR managers here are required to possess the leadership traits in them to aware employees about the incoming of changes and assist them adjusting to it.
Contact Us
Assignment Desk expert writers provide best UK students.
for
Continued.. • Recruit the correct amount of workforce • Check whether the workforce calibre meets in the job requirements or not. undertakes various steps to keep such workforce satisfied and motivate them to maximize their performance. • Shore up the performances of employees.
Continued.. • Has responsibility to facilitate smooth functioning of the organization by ensuring all legal laws and regulations are duly complied.
Roles and Responsibilities of Line Manager Following are the roles and responsibilities of a line manager: • Ensure employees continuous engagement towards the objective and supervises its work. • The performance appraisal which are structured by HR Professionals are bought into implementation by line managers. As the rating and feedback of employees is provided by the line managers to the HR professionals. • The line managers also performs the work of managing operational costs and measuring of operation performance in relation to employees.
Continued.. • The allocation of work and checking quality of work done by employee's is undertaken by line managers. • The discipline in the workplace is ensured by line managers in consistency with the policies and procedures framed by the HR departments.
Impact of Legal Framework on HRM Following are the legal framework which has to be followed by HRM: • The Equality Act 2010 that prohibits discrimination in any manner and has included in it supplementary acts like the Protection from Harassment Act 1997.
Continued.. • Disability discrimination Act 2005 (amended) that states it an unlawful practice to carry out any sort discrimination on the basis of individual's disability. • Employment Right Act 1996 to dismiss all such acts that are unfair and entitle an employee to seek protection of its rights and claim under this act. • Sex discrimination Act 1975 which outlaws all such practices that are carried out to make discrimination based on gender.
Contact Us
Assignment Desk expert writers provide best UK students.
for
REFERENCES •
Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace, founding president of the Academy of Human Resource Development, and author of Human Resource Development: The Field. Human Resource Management International Digest. 20(7). pp.39 – 41.
•
Cunha, C. R. and et. al., 2003. Market Forces, Strategic Management, Human Resource Management Practices and Organizational Performance: A Model Based on a European Sample. Management Research: The Journal of the Iberoamerican Academy of Management. 1(1). pp.79 – 91.
Continued.. •
Ichniowsk, C. and Shaw, K., 2000. The Effects of Human Resource Management Systems on Economic Performance: An Interanational Comparisons of U.S and Japanese Plants. Management Science. 45(5). pp. 704 – 721.
•
Inkson, K., 2008. Are humans resources?. Career Development International. 13(3). pp.270 – 279.
•
Jain, P., 2005. Strategic human resource development in public libraries in Botswana. Library Management. 26(6/7). pp.336 – 350.Ellinger, E. A. and Ellinger, D. A., 2014. Leveraging human resource development expertise to improve supply chain managers' skills and competencies. European Journal of Training and Development. 38(1/2). pp.118 – 13