Background of Human Resource Management
Background of HRM
Early studies on human resource management can be traced under the field of the studies of personnel management (Scott, 1915; Asher, 1972; Campbell et al., 1970). However a shift from personnel management to HRM occurred in the early 1980’s.
Some authors (Storey, 1994; Torrington et al., 2008) argue that human resource management has two meanings. According to one of them, human resource management covers the same activities that personnel management used to before the shift in the 1980’s.
Following another meaning however, personnel management and human resource management differ. Legge (1995) argues that the difference between the two is very thin and is based on the way people are treated, as the main actor for personnel management, or as a resource part of the company’s strategy for human resource management.
Definition
❖ Storey (1994) defines HRM as “a distinctive approach to employee 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 personnel techniques”.
❖ Human resource management is the management of an organization’s workforce or human resources. It is responsible for the atrraction, selection, training, assessment and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labour laws. (Wikipedia)
❖ Armstrong (2006, p.4) defined it as a strategic and coherent approach of an organisation's most valued assets. - the people working there, who individually and collectively contribute to the achievements of the objectives of the business.
❖ HRM is the organizational function that deals with issues related to people such as compensation, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Early studies on human resource management can be traced under the field of the studies of personnel management (Scott, 1915; Asher, 1972; Campbell et al., 1970). However a shift from personnel management to HRM occurred in the early 1980’s.
Some authors (Storey, 1994; Torrington et al., 2008) argue that human resource management has two meanings. According to one of them, human resource management covers the same activities that personnel management used to before the shift in the 1980’s.
Following another meaning however, personnel management and human resource management differ. Legge (1995) argues that the difference between the two is very thin and is based on the way people are treated, as the main actor for personnel management, or as a resource part of the company’s strategy for human resource management.
Definition
❖ Storey (1994) defines HRM as “a distinctive approach to employee 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 personnel techniques”.
❖ Human resource management is the management of an organization’s workforce or human resources. It is responsible for the atrraction, selection, training, assessment and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labour laws. (Wikipedia)
❖ Armstrong (2006, p.4) defined it as a strategic and coherent approach of an organisation's most valued assets. - the people working there, who individually and collectively contribute to the achievements of the objectives of the business.
❖ HRM is the organizational function that deals with issues related to people such as compensation, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.