The Framework of Human Resource Management
Introduction
The essay will introduce the reader to the framework of Human Resource Management (HRM) practices that can help companies deal with sustainability, globalization and technology challenges. The essay is divided into 4 broad sections which are the four dimensions that form the framework of HRM practices. In each of the sections, there will be examples of HRM practices within each area.
Managing the Human Resource Environment
Noe et al (2010) mention that managing internal and external environment factors allow employees to make the greatest possible contribution to company productivity and competitiveness. This area of human resource management involves
Strategic HRM
Strategic HRM (SHRM) bridges business strategy and HRM and focuses on the integration of HR with the business and its environment (Holbeche, 1999). By integrating HRM with business strategy, employees will be managed more effectively and ensuring human resources employed in a manner conducive to maximise the achievements and success of the organizational goals and missions.
Legal compliance, ethical practices and social responsibility
Ensuring HRM practices performs its function within the legal constraints imposed by the government and by addressing ethical issue and complies with rules and regulation helps to provide a positive environment and safety workplace for the employees.
Job analysis and designing
In order to increase competitive advantages in a labour market, designing work are found to have direct motivation effects and increases employee’s work satisfaction.
Acquiring and Preparing Human Resources
Customer needs for new products or services influence the number and type of employee businesses needs to be successful. Terminations, promotions and retirement also influence human resources requirement. Managers need to predict the number and type of employees who are needed to meet customer demands for products and services. Manager must also identify current or
The essay will introduce the reader to the framework of Human Resource Management (HRM) practices that can help companies deal with sustainability, globalization and technology challenges. The essay is divided into 4 broad sections which are the four dimensions that form the framework of HRM practices. In each of the sections, there will be examples of HRM practices within each area.
Managing the Human Resource Environment
Noe et al (2010) mention that managing internal and external environment factors allow employees to make the greatest possible contribution to company productivity and competitiveness. This area of human resource management involves
Strategic HRM
Strategic HRM (SHRM) bridges business strategy and HRM and focuses on the integration of HR with the business and its environment (Holbeche, 1999). By integrating HRM with business strategy, employees will be managed more effectively and ensuring human resources employed in a manner conducive to maximise the achievements and success of the organizational goals and missions.
Legal compliance, ethical practices and social responsibility
Ensuring HRM practices performs its function within the legal constraints imposed by the government and by addressing ethical issue and complies with rules and regulation helps to provide a positive environment and safety workplace for the employees.
Job analysis and designing
In order to increase competitive advantages in a labour market, designing work are found to have direct motivation effects and increases employee’s work satisfaction.
Acquiring and Preparing Human Resources
Customer needs for new products or services influence the number and type of employee businesses needs to be successful. Terminations, promotions and retirement also influence human resources requirement. Managers need to predict the number and type of employees who are needed to meet customer demands for products and services. Manager must also identify current or
References: Dave Ulrich, Wayne Brockbank, P 2005, The HR Value Proposition: HR Practices That Add Value, Harvard Business School Press, Boston, Massachusetts. Jon M.Werner and Randy L.DeSimone, 2006, Human Resource Development, Thomson South Western. Linda Holbeche, (1999): Aligning Human Resources and Business Strategy, Butterworth-Heinemann Raymond A.Noe, John R.Hollenbeck, Barry Gerhart and Patrick M. Wright, 2010, Human Resources Management: Gaining A Competitive Advantage, 7th edition, New York: McGraw-Hill Raymond J. Stone, P 2008, Human Resource Management, John Wiley & Sons Australia, Ltd