Human Resource management

What is Human Resource Management?

HRM concerns the human side of the management of enterprises and employees relations with their firm (Bennet, 1998). The intention of the employer would be to obtain the greatest possible benefit from their abilities. The employees obtain material and psychological rewards from their work You should note that every one in a firm who has control over others shares in human resource management.

What is Human Resource Management?

HRM emerged from Personnel Management in Britain Developed from activities of industrial welfare of workers Later half of 19th century One common factor is about the need of the people at work Stage One: championed by employers and philanthropists who wanted to better workers physical working environments and quality of life. Stage two:- After first world war when there was acute labour shortage with an existing need to increase industrial productivity.

What is Human Resource Management?

This led to the systematic study of employeremployee relations and the human aspects of industrial work. Led to emergence of personnel officers role. Third Stage: advancement in 1930s and 40s of studies into general social science and later in 1960s when specializations developed within the personnel function and hence a discipline in its own right.

What is Human Resource Management?

HRM applied to all forms and sizes of business and work situation with functions such as; Compiling company personnel policies and procedures Recruitment and selections Training and development Industrial relations Labour planning Salary administration Employee appraisal Staff motivation Performance management Worker empowerment Total quality management Organizational modification

Personnel Management
Personnel management is that part of management concerned with people at work and with their relationships within an enterprise. Aim
Bring together and develop men and women that make up an enterprise into an effective organization Having regard for well being of an individual and working group To enable workers make a contribution to the organization success

Personnel Management
Personnel management is concerned with the development and application of policies governing:
Human resource planning, recruitment, selection, placement and termination Education and training: career development Terms of employment, methods and standards of remuneration Working conditions and employee services Formal and informal communication and consultation both through the preventatives of employees and employers and at all levels of the firm Negotiation and application of agreements on wages and working conditions; procedures for the avoidance and settlement of disputes.

Personnel Management
Personnel management can also be re-defined as management which deals with people at work as regards
Utilization recruitment, selection, transfer, promotion, separation, appraisal, training and development Motivation job design, remuneration, fringe benefits, consultation, participation, negotiation and justice Protection working conditions, welfare services, safety, implementation of appropriate legislation

New approach to HRM

A new approach to HRM emphasizes: Individualism rather than collectivism more than ever before, less employees today belong to trade unions Wage systems based on personal contracts involving individual negotiation with a firm as opposed to collective bargaining involving trade unions Increasing levels of casual and part-time employment The idea that managers and workers have common interest of management and workers in achieving company goals The need for cost cutting and lean production methods consequent to ever increasing international business competition

New approach to HRM

Interpersonal relationships and management/worker communications systems appropriate for high-tech industries using the latest management techniques Flexible labour practices Teamwork, implementation of corporate values, company-wide learning, and the idea of putting the customer first. Pluralistic concerns with conflict management are put to one side, with HRM specialists concentrating more on wide-ranging cultural and leadership issues than on the detailed procedures and rules.

New approach to HRM

Much as the new HRM approach introduces a dynamic approach to people management, there are many close similarities that exist between HRM and PM with both recognizing that they occupy an advisory role in relation to line managers with both; Concerned with the needs of people at work Dealing with the same range of practical matters such as recruitment and selection, training etc