The document discusses different approaches to human resource management (HRM), including traditional, modern, and integrative approaches. It argues that HRM should take on a more strategic and integrated role within organizations by having proper representation in decision-making, a clear corporate philosophy, and strategic linkage to organizational goals. The suggested role of HRM is to seek consensus, treat people as a resource, build a positive work culture, use objective performance metrics, emphasize reciprocal relationships, and take a proactive, people-oriented approach.

1. Integrative Approaches To HRM

2. ContentsApproaches To HRM

3. What are Integrative Approaches

4. Definitions and Examples

5. Roles Of Integrative HRM:- 1-Current Role 2-Suggested RoleQuery

6. ReferencesApproaches Of HRMTraditional Approaches- Mechanical Approaches- Nodifference between men and machines. Workers are hired as cheaply as possible and discarded after exploitation. Paternalistic Approach - Management assumes a fatherly and protective attitude towards employees in meeting their needs and wants just like a father does to his childrenSystems Approach - Input-process-output-feedback

7. And……………Modern Approaches-Consensus And Commitment

8. Integrative Approaches To HRMCompared to symphony orchestra HOW………???

9. HRM should be integrated into organisation’s mainstream with….Proper representation on all major decision-making bodies

10. Clear definition of corporate philosophy and objectives

11. Strategic linkage

12. Appropriate accountability Roles Of Integrative HRMSTRATEGIC ORIENTATIONCurrent RoleIndependent goals

13. Standardization of HRM policiesSuggested RoleStrategic linkage with goals

14. FlexibilityManagement philosophyCurrent RoleEmphasis on direction and controlEmployee as a costHire and fireMaintain disciplineSuggested RoleSeek to achieve consensus and commitmentPeople as resourceAttract and retain peopleBuild positive work ethos and organization for employee motivation