Human Resource Management Model And How Does It Work And Influence Organization

Human resource management refers to the process of dealing with people or controlling them. It plays an important role in effective utilization of human resources and bringing effective people in an organization (Attridge, 2009). With the following research at DaVita, one shall come to know about the standard model of HRM and how it is employed in the strategic planning of an organizational structure.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

• Soft HR concentrates on the needs of employees; their roles, rewards, motivation where as hard HR identifies workforce needs of the business and recruits and manages accordingly.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

One of the first explicit statements of the HRM concept was made by Devanna et al., (1984). The Michigan model: focuses on hard HRM. It holds that people should be managed like any other resources According to this model, selection, appraisal, development and rewards were

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

The phrase of “Human Resource Management” first came into existence when the organizations started to treat the people in their constitution as a resource. Since the development has brought the huge organizations into the scene the employee needed to be managed in a better and improved way. What was once called as “personnel manager” now has given its’ place to HRM and gained a deeper and more complicated meaning. Different than the personnel manager HRM can be treated more as an administrative based term because it rather focuses on managerial authority when it comes to the employee management concerns.

Human resource management plays a critical role in one organization as a key function to maximize people’s performances within the organization’s goals and objectives. It consists of primarily tasks – recruitment, performance appraisal, training and development, and compensation (Baum, 2006). Within each task, HRM focuses on creating system, policies, and procedures to manage, promote and motivate people in order to ensure the business strategy can be achieved through HRM practices as one of the main keys.

Human Resources Management (HRM) terms had widely replace personnel management (PM) as in the process of managing people in the organizations. What actually is human resources management? Well, it is said that human resources management is an organization’s most valuable asset. Organization thinks that human resources department plays a huge role in terms of staffing, training and assisting to manage people so that the employee and the organization are capable to maximize the resources in the organization. (McNamara, 1998). Besides, in the global business, human resources management had effectively replaced other management traditions like Industrial Relations (IR) and Personnel Management (PM) as a tool to reshape

Human resource Management is the organizational function that address the problems related to people such as training, communication ,adminisitration, organization development, compensation, hiring,employee ,motivation and performance management. A central feature underlying the concept Human Resource Management as illustrated by Gilley et.al (2002) comprises of practices like recruitment, selection ,appraisal, formal human resource policies and comprehensive human resource philosophies . Armstrong (2006) defined Human Resource Management as, the main aim of human resource management is to make sure that the success can be achieved by the organization through people .HR strategies entail policies and programs

Many experts tried to determine the scope and meaning of HRM through explaining various models and tried to differentiate between HRM and traditional personnel management in the recent past (Bratton & Gold, 2012). There are various models of HRM explained by various experts. According to the HRM model by Guest (1987), Personnel management focuses on rules and regulations and follows centralised approach. Whereas HRM is flexible and decentralized approach focusing on the business strategy (Marchington & Wilkinson, 2008). When HRM strategy is applied in an organisation people policies and strategies are linked

Theory X and Y are theories founded by Douglas McGregor, a professor from MIT Sloan School of Management, which are inscribed in his book, “The Human Side of Enterprise” in 1960. This essay will explain about the theories used in human resources, which according to McGregor are vital in the success of one’s company. Theory X is the theory who assume people to dislike work or just want to work if they received orders from superiors. While the theory Y assumes people love to work and will do the job without waiting for orders from a superior and always wanted to do the best for the manager. Both of these theories describe about motivation of human and role of management behaviour. The theories assemble the factors of production, including human resources for the economic benefit of the firm, organisational communication and organisational development. In this essay we will discuss in detail about theory X and Y, and application to individual and corporate.

“During the 1980s organizations came to realise that people were a resource that needed proper management at a strategic level, and it was out of this realisation that the term 'human resource management ', or HRM, emerged” (Redman and Wilkinson 2001). HRM is concerned with managing people within the employer-employee relationship. Specifically, it involves the performance of people in achieving the organization 's objectives and the satisfaction of personal employee needs. HRM can be a major contributor to the success of the enterprise. HRM has been regarded in various