UCD BBS 46 E HRM1 CT0232007
1.1 definition
Human Resource Management (HRM) is defined as the policies, practices, and systems that influence employees’ behaviour, attitudes, and performance in an organisation. The behavioural aspect is defined by how employees contribute towards their work, attitudes based on how employees act towards a company’s rules & regulations while performance is measured by the employees contribution towards the success of the company’s goals (Wright, 2014). An example of a policy that would affect the influence on an employee is flexible work arrangements. Such a policy would benefit an employee in managing their work-life balance, which in turn would enable them to be more productive.
1.2 introduction
HRM is a new approach to managing employees in companies. In the past, employees were expected to perform their tasks like cogs in a machine with no thought being put into how efficiency and productivity can be improved through training and employee management. Since an organization consists of a body of employees, its management is a significant activity which belongs to the sphere of Strategic HRM as displayed in Figure 1.1 below and contribute significantly to the performance of a company.
Strategic HRM
Company Performance
Figure 1.1
2 Analyses
2.1 importance of hrm today
HRM plays a role of paramount importance to the success of a company. HRM can substantially increase cooperation if proper and efficient management is administered to guide it (Drucker, 1954). Listed below are the nine functions that HR Departments are responsible for. These functions are similar with Strategic HRM figure 1.1 illustrated in the introduction:
1. It analyzes and designs work to fill vacancies in skills required by a company.
2. It optimizes the benefits obtained out of expenditure spent on training and development by adapting employees according to the changing requirements of the environment and industry.
3. It manages
Human Resource Management (HRM) is defined as the policies, practices, and systems that influence employees’ behaviour, attitudes, and performance in an organisation. The behavioural aspect is defined by how employees contribute towards their work, attitudes based on how employees act towards a company’s rules & regulations while performance is measured by the employees contribution towards the success of the company’s goals (Wright, 2014). An example of a policy that would affect the influence on an employee is flexible work arrangements. Such a policy would benefit an employee in managing their work-life balance, which in turn would enable them to be more productive.
1.2 introduction
HRM is a new approach to managing employees in companies. In the past, employees were expected to perform their tasks like cogs in a machine with no thought being put into how efficiency and productivity can be improved through training and employee management. Since an organization consists of a body of employees, its management is a significant activity which belongs to the sphere of Strategic HRM as displayed in Figure 1.1 below and contribute significantly to the performance of a company.
Strategic HRM
Company Performance
Figure 1.1
2 Analyses
2.1 importance of hrm today
HRM plays a role of paramount importance to the success of a company. HRM can substantially increase cooperation if proper and efficient management is administered to guide it (Drucker, 1954). Listed below are the nine functions that HR Departments are responsible for. These functions are similar with Strategic HRM figure 1.1 illustrated in the introduction:
1. It analyzes and designs work to fill vacancies in skills required by a company.
2. It optimizes the benefits obtained out of expenditure spent on training and development by adapting employees according to the changing requirements of the environment and industry.
3. It manages