Human Resource Management ( Hrm ) And Human Resources

Torrington, D. P. (1989) Human Resource Management and the Personnel Function. Storey, J. New Perspectives on Human Resource Management. London: Routledge.

Human resource management is one of the support activities which though not directly involved in production will increase effectiveness and efficiency in the creation of goods and services. Indeed, human resources are the major source of competitive advantage for any business firm. Great attention thus needs to be paid to human resource and its management as this will impact on performance of any organization.

Human resource management is the management of an organization to build and maintain the relation between the employee and the organization in order to meet business objectives and employee expectations. The process of hiring and developing employees so that they become more valuable to the organization.

Human Resource Management (HRM) is the function within an association that has emphases on the employment of, administration of, and providing direction for the employees within an organization. The Human Resource Management department members deliver knowledge, training, tools, administrative services, and lawful and organization advice. The HRM department is organized by very talented managers who has a mission to make sure the rest of the business has the needs for successful operation. Human Resource Managers are directly responsible for the engagement, involvement, and productivity of their staff members. To fully integrate an organization manager have a significant role in the recruitment process of a business. Human Resource

The increasing globalisation across the world requires more and more mutual or reciprocal action through interaction among people come at work form diverse backgrounds, values and beliefs, and cultures than ever before. People no longer reside and work in an insular marketplace and they are now part of a worldwide economy in which an immense competition has been found coming from almost all the continents. Therefore, both profit and not-for-profit organisations around the world need diversity in workplace so that they become more creative and open to greater change. Now, maximising and capitalising on equality and diversity at workplace has become a more crucial matter for the modern-day’s human resource management (HRM). The

Human resource management (HRM), “the management of human skills and talents to make sure they are effectively used and in in alignment with an organization’s goals” (Youseff, 2012, Glossary), is an important part of any organization that deals with personnel procedures, managerial duties, and policies that affects the workforce. Human Resources deals with all issues and makes many of the decisions that are related to employees within the company. HR is important to the company because it helps take care of the most important part of any company, the people that work there. Many companies look to the employees that work there as one of the most valuable assets since they help the company achieve their goals and objectives. Therefore, the work of Human Resource Management (HRM) is to ensure that the company 's employees are treated fairly, that the employees hired are the best for the company’ strategic development, that they are compensated fairly through salary and benefits, employees are safe in the work environment and there are good relations between the employees and the company.

employees and employer. Human resource management (HRM) is the managing of human skills and talents to make sure they are used efficiently and in alignment with an organization 's goals. Every company has its strategic plan; it includes the administration 's long- and short-term goals, and it also includes the procedures for deciding how to allocate organizational resources to achieve these objectives. According to our text, “Strategic HRM is the link between strategic planning and HRM. It incorporates HRM strategies and policies to achieve organizational goals while meeting employees ' and stakeholders ' needs” (Youssef, 2012). The primary functions of human

Human resource management is a tool in an organization, which focuses on the recruitment, management, and giving direction to the people who work in the organization. Human resource management is a vital component, which deals with issues concerned with people. Such issues include, hiring, performance management, developmental issues, safety, staff welfare, benefits and staff motivation. An organization cannot create a group of professional working staff without better human resources (Stewart, & Brown, 2012, 65).

Human Resource management is a system which strengthens the collaboration in a workforce by hiring individuals that give the best performance to the firms. The strategies and the design plans that are made by the HR managers are in a way that they hire

Human Resource Management is the utilization of human resources to achieve organizational objectives. Various studies have concluded that an organization?s human resources is its people. It can be a significant source of competitive advantage. Achieving competitive success through people requires a fundamental change in how managers think about an organization workforce and how they view the work relationship.

Proper Planning is one of the most important aspects of human resource management. Without proper execution of plans, the particular needs of an organization that are the responsibility of human resources will not be reached, and therefore, will fall short of what is necessary for meeting the goals of an organization (DeCenzo, Robbins &Verhulst 2013).There are many facets a human resource manager must be familiar with in order to run an organization. The functions of human resource managers are to hire the right staff by means of recruiting and then matching employees in their area of expertise and specialty within the organization. The various disciplines of human resources require that managers develop a thorough knowledge of corporate plans, culture, and institutional policies (Geet, 2009). Along with these responsibilities, this position requires a vast knowledge for assessing candidates, performance management, and creating compensation packages.

Human resource management is a wide and significant concept that allows organizations to execute business procedures to be at its best. It is necessary that proper balance be formed in order to allow organization to grow and expand at a continuous manner. This means a lot from the perspective of seeing to it that the control is likely to be formed upon one or the other relevant areas as well. Primarily, human resource management aims upon raising the effectiveness and involvement of employees just as to make goals and objectives achievable and attainable.

‘Human resource management is the strategic and coherent approach to the management of an organization’s most valued assets- the people working there who individually and collectively contribute to the achievement of the objectives of the business’ (Wikipedia, nd). Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise (Cherrington, 1995, p. 5). With the introduction of Information Systems, human resource management has gone beyond the traditional personnel management functions and developed Human Resource Information System (O’

Human Resource Management is defined as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organization.

Human resource management is an effective tool for the overall performance and survival of a business firm. Human resource is the only resource in an organization which is scarce and unstable. Human capital helps a firm to improve the performance of the firm’s assets and leads the entire firm towards attaining a sustainable competitive advantage. The human resource management function aims at increasing the skills, knowledge, abilities and experience of an employee.