ELEMENTS OF THE HRM

Elements of the HRM

Elements of the HRM

Personal Management and HR Management

Human resource management as a new label for the personnel function and as a descriptive term for labor policies was developed in the United States in the early 1980s. The work of Harvard academics was especially influential, as seen in the book by Michael Beer, Bert Spector, Paul Lawrence, D. Quinn Mills, and Richard Walton. The usage of the term spread rapidly in the Anglo-American world and beyond. At the same time, it attracted widespread criticism for its excessive managerialism and seeming exclusive concern with the management prerogative and the achievement of shareholder value to the neglect of other stakeholders. The critical question then, as now, is whether human resource management was a new approach to labor management or merely a new label on an old bottle. This relabeling of the personnel function is itself of interest, since it reveals one of the conceptual problems with the term and points to the long-running difficulty of the role and influence of the function. Criticism of professional personnel managers and departments for their lack of influence and inability to make meaningful contributions to the achievement of strategic objectives has been long running. The rapid spread of the nomenclature human resource management for professional labor managers and their departments can be seen as an attempt to gain legitimacy and respect from senior executives by downplaying the welfare image of personnel management and giving emphasis to the contribution to business strategy. By the early years of the 21st century the term business partner was widely adopted although not universally accepted.

Humans are an organizations greatest assets. With out employees daily business would grind to a halt. The job of human resources managers is to maximize organizational change, human potential, personal capabilities, time and talents. Human resources management (HRM) is the policies practice, and systems that influences employees behavior, attitudes, and performances. Personal employed in the human resources departments of major companies have to be able to handle issues in the areas of: performances improvement, company policies, training, compensation, and benefits. (Jahn, 2009) Graeme Buckingham asserts that employees leave managers instead of jobs (Business insights, 2000) As modern business continues human resource managers need to adapt to an ever changing environment. Globalization, technology, diversity, e-business, and ethics are just some of the areas HRM needs to deal with.

Globalization is a topic that affects HRM on not only international or multinational companies but also solely domestic companies. HR professionals should know about local markets, pay rates and labor laws, of the target area. Oftentimes decisions about were to locate overseas operations in HR consideration, about cost, and availability of qualified workers. The global market has also allowed solely domestic companies for example, to pull employees from around the world in order to find the most qualified applicant. (Noe, Hollenbeck, & Gerhart, 2007)As technology continues to improver HRM?s find themselves with more information then ever before, available with little more then a few key ...