Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work.
2. PREFACEPREFACE
1.1. Human Resource ManagementHuman Resource Management
2.2. How Is HRM Developed ?How Is HRM Developed ?
3.3. Why HRM Is Needed?Why HRM Is Needed?
4.4. Equity Of HRMEquity Of HRM
5.5. HRM EnvironmentHRM Environment
6.6. Environment Influence On HRMEnvironment Influence On HRM
7.7. Understanding Cultural EnvironmentsUnderstanding Cultural Environments
8.8. Types Of Organizational AssetsTypes Of Organizational Assets
9.9. The Changing World Of HRMThe Changing World Of HRM
10.10. HR Management’s Contributing RoleHR Management’s Contributing Role
11.11. Current And Future Hr Management ChallengesCurrent And Future Hr Management Challenges
12.12. ConclusionConclusion
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4. HOW IS HRM DEVELOPEDHOW IS HRM DEVELOPED ??
Industrial Welfare
1833
Recruitment and
Selection
1916
Acquisition of other
Personnel Activities
1939
Industrial Relations
1970
Legislation
1970
Flexibility and
Diversity
1990
5. WHY HRM IS NEEDED?WHY HRM IS NEEDED?
To Increase The Work Efficiency
To Maintain The Relationship Between Organizations
And Employees
To Stand On Competition
To Exists In This Competitive Business World
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10. ENVIRONMENT INFLUENCE ON HRMENVIRONMENT INFLUENCE ON HRM
Population trends
Government policy
Educational system
Trained Staff
Patterns of employment
Competition
Sub-contracting and Outsourcing
Technological Innovation
Economic Factors
Changing Demand of Employers
Legal Factors
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11. HRM helps employees understand other countries’
political and economic conditions.
UNDERSTANDING CULTURAL ENVIRONMENTSUNDERSTANDING CULTURAL ENVIRONMENTS
HRM operates in a global business environment.
Countries have different :
Values
Morals
Customs
Political, Economic, And Legal Systems
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12. TYPES OF ORGANIZATIONAL ASSETSTYPES OF ORGANIZATIONAL ASSETS
12
Assets
Physical Financial Intangible Human
13. THE CHANGING WORLD OF HRMTHE CHANGING WORLD OF HRM
HRM Help Change The World To
Plan With Employees
Make Decisions Faster
Motivate The Workers
Evaluate Performance
Communicate Throughout The Organization
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15. HR MANAGEMENT’S CONTRIBUTING ROLEHR MANAGEMENT’S CONTRIBUTING ROLE
Social Networking
– as evolved from personal contacts and oral
communications to include:
• E-mail and text messages
• Twitters
• Blogs
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16. CURRENT AND FUTURE HR MANAGEMENTCURRENT AND FUTURE HR MANAGEMENT
CHALLENGESCHALLENGES
• Organizational Cost Pressures and Restructuring
• Economics and Job Changes
• Globalization of Organizations
• Workforce Demographics and Diversity
• HR Technology
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17. CONCLUSIONCONCLUSION
The role of the HR manager must parallel the needs of the
changing organization.
Successful organizations are becoming more adaptable,
resilient, quick to change directions, and customer-centered.
So every organization should have to face and solve the
challenges for the sustainable development of the
organization
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work.
HRM, is defined as the process of managing employees in a company and it can involve hiring, firing, training and motivating employees. An example of human resource management is the way in which a company hires new employees and trains those new workers
Industrial welfare was the first form of human resource management (HRM). In 1833 the factories act stated that there should be male factory inspectors. In 1878 legislation was passed to regulate the hours of work for children and women by having a 60 hour week
It all started when Mary Wood was asked to start engaging girls during the 1st world war. In the 1st world war personnel development increased due to government initiatives to encourage the best use of people.
During the 2nd world war the focus was on recruitment and selection and later on training; improving morale and motivation; discipline; health and safety; joint consultation and wage policies. This meant that a personnel department had to be established with trained staff.
The need for specialists to deal with industrial relations was recognized so that the personnel manager became as spokesman for the organization when discussions where held with trade unions/shop stewards. In the 1970's industrial relations was very important.
In the 1970's employment legislation increased and the personnel function took the role of the specialist advisor ensuring that managers do not violate the law and that cases did not end up in industrial tribunals.
In the 1990's a major trend emerged where employers were seeking increasing flexible arrangements in the hours worked by employees due to an increase in number of part-time and temporary contracts and the invention of distance working. The workforce and patterns of work are becoming diverse in which traditional recruitment practices are useless.
The plans should be realistic, and should therefore take into consideration environmental factors such as:
changes in population trends, and the total size of the work force in each country where the entity has its operations
changes in government policy, such as changes in the retirement age of workers
changes in the educational system, and the numbers of students going from school into further education
the availability of individuals who are trained in a particular skill or vocation
changing patterns of employment, possibly with increasing numbers of parttime workers or home workers
competition for human resources from competitors and other businesses
trends in sub-contracting and outsourcing
trends in IT and other technological changes that might affect labour requirements.