human resource management
Human resource also known as manpower or human capital can be defined as the staffs recruited by the organization for them to work. Human resource management (HRM) is a complex issue and many authors have tried to explain it and some definitions are below:
“HRM is 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 array of cultural, structural and personnel techniques.” Storey (1995).
“HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy.” Buchanan and Huczynski (2004).
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
As seen above, many authors have tried to give a good definition but human resource management can be defined simply by breaking the words that is human resource is known as people employed by an organization and management means to manage so HRM is known as managing human resources in an organization. However some people can’t differentiate between HRD and HRM. HRD is more focus towards increasing the staffs skills, knowledge and productivity as a result staffs become more skills, more productive and become polyvalent as the hospitality industry need polyvalent staffs due to the changing environment and staffs can easily adapt whereas HRM is managing these staffs so that they know what the organization need from them, what are the staffs needs and others.
“HRM is 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 array of cultural, structural and personnel techniques.” Storey (1995).
“HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy.” Buchanan and Huczynski (2004).
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
As seen above, many authors have tried to give a good definition but human resource management can be defined simply by breaking the words that is human resource is known as people employed by an organization and management means to manage so HRM is known as managing human resources in an organization. However some people can’t differentiate between HRD and HRM. HRD is more focus towards increasing the staffs skills, knowledge and productivity as a result staffs become more skills, more productive and become polyvalent as the hospitality industry need polyvalent staffs due to the changing environment and staffs can easily adapt whereas HRM is managing these staffs so that they know what the organization need from them, what are the staffs needs and others.