What Is Human Resource Management
1.0 Introduction
Human resource management can be defined as “the effective use of human resources in an organization through the management of people-related activities.” (Harvard Extension School, 2013) According to Boxall (2007), “HRM is the management of work and people towards desired ends.” Human Resource Management (HRM) is the core function of all organizations. It ensures that’s companies have the necessary talent required to operate effectively. Strategic HRM according to Ulrich(1997), p.89, states “SHRM is a process of linking HR practices to business strategies.” So from the above definitions it can be seen that SHRM contains HRM but SHRM is at a higher level. Also it must be noted if there is HR in an organization; it doesn’t mean there is strategic human resource management.
According to Mayo(1997) “ SHRM is the alignment of the human resources function to the overall core business objectives.” This advanced level to the traditional HR; can be a more effective tool in showing and guiding its employees the strategic objectives and aims of the organization in which they are employed.
Business partnering according to (Cipd.com 2013) “is a process whereby HR professionals work closely with business leaders and or line managers to achieve shared organisational objectives, in particular designing and implementing HR systems and processes that support strategic business aims.” Meaning it is where attention is refocused on how HR is to achieve it aims in supporting line managers, aligning HR activities with the business and delivering efficient services. In the past HR resided in the tactical level and was called personnel management which is today known as hard HRM. HR is a field that is constantly evolving and if HR is to be effective at the strategic level there needs to be adequate vertical integration as stated by Torrington and Hall Model. This model deals with vertical integration which is “HR driven”. It is where the strategy of the
Human resource management can be defined as “the effective use of human resources in an organization through the management of people-related activities.” (Harvard Extension School, 2013) According to Boxall (2007), “HRM is the management of work and people towards desired ends.” Human Resource Management (HRM) is the core function of all organizations. It ensures that’s companies have the necessary talent required to operate effectively. Strategic HRM according to Ulrich(1997), p.89, states “SHRM is a process of linking HR practices to business strategies.” So from the above definitions it can be seen that SHRM contains HRM but SHRM is at a higher level. Also it must be noted if there is HR in an organization; it doesn’t mean there is strategic human resource management.
According to Mayo(1997) “ SHRM is the alignment of the human resources function to the overall core business objectives.” This advanced level to the traditional HR; can be a more effective tool in showing and guiding its employees the strategic objectives and aims of the organization in which they are employed.
Business partnering according to (Cipd.com 2013) “is a process whereby HR professionals work closely with business leaders and or line managers to achieve shared organisational objectives, in particular designing and implementing HR systems and processes that support strategic business aims.” Meaning it is where attention is refocused on how HR is to achieve it aims in supporting line managers, aligning HR activities with the business and delivering efficient services. In the past HR resided in the tactical level and was called personnel management which is today known as hard HRM. HR is a field that is constantly evolving and if HR is to be effective at the strategic level there needs to be adequate vertical integration as stated by Torrington and Hall Model. This model deals with vertical integration which is “HR driven”. It is where the strategy of the
Bibliography: Anthony, P. W, Kacmar, M. K and Perrewe, L. P (2012) Human Resource Management: A strategic approach. 6th ed. Cengage Learning. Effton, M, Gandossv, R. And Goldsmith, M. (2013) Human Resources in the 21st Century. Wiley Mello, A.J. (2010) Strategic Human Resource Management. 3rd ed.Cengage Learning.