HRM does not operate in a vacuum. Discuss.
HRM Does Not Operate in Vacuum
The saying that human resources are the most important asset of a company is already a clichy but its truthfulness has also been proven over the past . In today ‘s business environment , human resources still play and will continue to play very important roles . Even in an automated manufacturing industry , the value and skills of human are incomparable from the research and design to the manufacturing sector as well as on the management , administration , and providing customer services , human resources are very much needed [banner_entry_middle]
. In other words , human resource is the brain and the backbone of any business organisation , may it be in manufacturing , service , food , banking , agriculture , education and any other sector
Due to its importance , companies have put ample amount , time and effort in acquiring and organising employees thus there is what is called human resource management (HRM ) which is responsible in recruiting and staffing qualified applicants , and providing them the training and benefits they need to ensure their efficiencies . Human resource management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives (Schwind et al , 2006
Since human resource management is responsible to the organisation itself it must also address the changing needs of the organisation as required by the ever changing business environment in for the organisation to survive and stay in its industry . Therefore , human resource management does not occur in vacuum but instead , it takes place in an environment . This then aims to prove that HRM does not operate in vacuum but instead it is affected by its internal and external environment and is subject to changes
Human Resource Management Defined
Authors provide various but complimentary definitions to human resource management . According to Armstrong (1999 , human resource management is the strategic approach to acquiring , developing , managing , motivating and gaining the commitment of the organization ‘s key resource – the people who work in it and for it . Storey (1992 ) defined HRM as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce , using an integrated array of cultural structural and personal techniques . Schuler (1995 ) added that human resource management , HRM , is the use of several activities to ensure that human resources are managed effectively for the benefit of the business organization
Moreover , Beardwell and Holden (1997 ) view HRM to represent four perspectives (1 ) HRM is simply a renaming of basic personnel functions (2 ) it is a union of personnel management and industrial relations (3 it is a wider notion of employment relationship incorporating an enabling and developmental role for individual employees and (4 ) it is a part of the strategic managerial function in the development of business policy
From these definitions , it can be conceptualised that HRM remains to be the basic personnel functions but have to undergo significant changes and adjustments to be able to be a strategic approach . Human resource management is… [banner_entry_footer]
Author: Essay VaultThis author has published 9453 articles so far. More info about the author is coming soon.