Introduction to Human Resource Management
Human Resource Management
Table of Contents Introduction 3 Sainsbury’s HR 3 Features of HRM 4 Soft and Hard Models of HRM 4 Strategic Contribution 4 People as Assets HRM 5 Principles 6 Models of HRM 6 HR Business Partner Model 6 Shared Services Model 7 Centralised vs. Decentralised HRM 7 Centralised and Decentralised HRM 7 Usage of Decentralised HRM by Sainsbury’s 7 HRM Outsourcing 7 Conclusion 8 References 9
Introduction
The aim of this assignment is to understand the Human Resource Management (HRM) theory. Rapid changes in technology and increased competition in today’s business world had increased the importance of capable workforce for successful business ventures. This paper is focused on explaining the goals, features and models of HRM used in today’s business enterprises for efficient Human Resource Management and how HRM is contributing to the success of an organisation. HR department of Sainsbury’s has been used as an example to understand the HRM’s nature of functions and its contribution to organisation’s missions and success.
Understanding of HRM
HRM is defined as the process of acquiring, training, appraising and compensating employees and attending to their labour relations, health and safety and fairness concerns (Storey, 2010). In the above definition the duties of HRM starts with acquisition of human resource and extends to successful maintenance and retention of them within the organisation. “Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees – its human resources”, Beer et al., (1984, p. 04). However, Personnel management is viewed as workforce centred and more effective in focus. Personnel managers perform organizational procedures in accordance with management’s requirements. They are also involved with recruitment and selection process. As it is mentioned by Torrington et al. (2002), the main
Table of Contents Introduction 3 Sainsbury’s HR 3 Features of HRM 4 Soft and Hard Models of HRM 4 Strategic Contribution 4 People as Assets HRM 5 Principles 6 Models of HRM 6 HR Business Partner Model 6 Shared Services Model 7 Centralised vs. Decentralised HRM 7 Centralised and Decentralised HRM 7 Usage of Decentralised HRM by Sainsbury’s 7 HRM Outsourcing 7 Conclusion 8 References 9
Introduction
The aim of this assignment is to understand the Human Resource Management (HRM) theory. Rapid changes in technology and increased competition in today’s business world had increased the importance of capable workforce for successful business ventures. This paper is focused on explaining the goals, features and models of HRM used in today’s business enterprises for efficient Human Resource Management and how HRM is contributing to the success of an organisation. HR department of Sainsbury’s has been used as an example to understand the HRM’s nature of functions and its contribution to organisation’s missions and success.
Understanding of HRM
HRM is defined as the process of acquiring, training, appraising and compensating employees and attending to their labour relations, health and safety and fairness concerns (Storey, 2010). In the above definition the duties of HRM starts with acquisition of human resource and extends to successful maintenance and retention of them within the organisation. “Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees – its human resources”, Beer et al., (1984, p. 04). However, Personnel management is viewed as workforce centred and more effective in focus. Personnel managers perform organizational procedures in accordance with management’s requirements. They are also involved with recruitment and selection process. As it is mentioned by Torrington et al. (2002), the main
References: Armstrong, M., 2008. Armstrong 's Handbook of Strategic Human Resource Management. 4th ed. London: Kogan Page. Aswathappa, K., 2009. Human Resource and Personnel Management,4e. 4th ed. New Delhi: Tata McGraw Hill. Delmotte, J. & Sels, L., 2008. HR outsourcing: threat or opportunity?. Emerald Group Publishing Limited, Volume 37. Köster, M., 2010. Human Resource Management Versus Personnel Management. Thesis ed. Norderstedt: GRIN Verlag. Paauwe, J., 2011. Hrm and Performance: Achieving Long-Term Viability. 3rd ed. Oxford: Oxford University Press. Storey, J., 2010. New Perspectives on Human Resource Management. 11th ed. New York: Routlege. Willam, B. Werther, JR. & Davis, K. (2004). Human Resources and Personnel Managementt.5th ed. Singapore: McGraw-Hill Higher Education.