...Global Journal of Human Resource Management Vol.3, No.3, pp.58-73, May 2015 Published by European Centre for Research Training and Development UK (www.eajournals.org) HISTORY, EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT: A CONTEMPORARY PERSPECTIVE Kipkemboi Jacob Rotich1, Moi University, School of Human Resource Development, Department of Development Studies, P.o Box 3900-30100, Eldoret, Kenya. ABSTRACT: Various attempts have been made towards tracing the historical development of the discipline of Human Resource Management (HRM). However, these initiatives have largely been concentrated on certain specific periods of time and experiences of specific countries and regions such as Australia, the USA, the UK and Asia (Nankervis et.al, 2011; Kelly, 2003; Ogier, 2003). This paper attempts to document the entire history of the discipline of Human Resource Management from a holistic perspective. The evolution and development of HRM will be traced right from the pre-historic times through to the postmodern world. Major characteristics in the evolution and development of HRM will also be examined and documented. KEYWORDS: Human Resource Management (HRM), evolution, history INTRODUCTION Defining Human Resource Management (HRM) According to Armstrong (2006) Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively...
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...Critically discuss how human resource policies are designed in order to assist organization achieve their strategy Introduction Human resource polices are used to identify outstanding employees for enterprises, not only to find good employees, more important is to train the employees. Until every employee can contribute to the corporate development and then they can further assist the company achieve the corporate strategies in the most suitable positions in the company. Meanwhile, the human resource polices are also should conducive to create positive, united and dedicated working environment and improve efficiency in all aspects. Nevertheless, the human resource policies also differ with different corporate cultures in different organizations. Such situation also poses competitive challenge to the human resource policies. There is no fixed pattern for the human resource policies in the organization. In different organizations, different social circumstances human resource policies also in different patterns. The role of human resource policies should be give full play in the corporate development process. Human resource managers need to bring the initiative into play in order to enable enterprises face a high growth stable development trend in the future. Therefore this essay argues that the human resource policies are designed to assist organization achieve corporate strategy. This essay aims to explore and discuss how the human resources policies are designed in order...
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...Human Resource Management 1. Executive Summary Strategic Human Resource Management (SHRM) has established great in recent years in the fields of Human Resource Management (HRM). SHRM is the new concept for both the strategic management field and the human resource management field. The SHRM concept is based mainly on the HRM Practices, which are the main force driving organizational performance. SHRM is concerned with approaches to HRM practices as a critical strategic dimension affecting organization performance; which is the objective of this assignment. Strategic human resource management enhances organizational effectiveness and also productivity. The implementations of the HRM practices mentioned in this assignment are able to achieve their goals and objectives. This assignment on SHRM highlights its importance in TECO Electric and Machinery Pte Ltd. And it focuses on what best practices of strategic planning the organization can achieve organizational effectiveness and performance. 2. Introduction 2.1. Human Resource Management (HRM): Torrington, Hall and Taylor (2005, p.14) defines Human Resource Management is a series of activities which: first enables working people and the organization which uses their skills to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled. Armstrong (2008, p.5) defines HRM as a strategic and coherent approach to the management of an organization’s most valued assets...
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...Introduction: Human resource management works with human to formulate and implement the business strategy. HRM and strategy were not related too much before but nowadays the coordination between them is reasonably common in the competitive world. Every manager needs to know how human resources are associated with strategic management to increase the effectiveness of the organization. This assignment has been prepared to give a clear view about the importance of HRM, formulation and implementation of HR strategies. Therefore, the contemporary issues related to strategic human resource management have been analyzed appropriately to show their impact on strategic HRM. All the topics have been assessed by relating with modern business world to show practical overview of human resource management and strategic human resource management. 1. Understanding the role and importance of HRM: 1.1. Definition of strategic human resource management In general, human resource management refers to a process by which the organization functions are accomplished and objectives are achieved through managing and utilizing experienced and skilled workforce. Human resource management starts with recruiting and selecting employees and then makes sure the utilization of the workforce. Strategic human resource management is defined as macro-organizational approach that designs strategic policies and frameworks to decide how the long-term goals and objectives will be achieved through using trained...
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...day at your work, your manager implied that “Human Resources Management Person” you would not only have to perform “Personnel Management” functions assigned to previous batch of management trainees. 1.1 As a Human resource management trainee at millennium IT, how you would contribute to “development” of staff in various departments of the organisation rather than just performing “personal management” functionsdistinguishing personal management and human resources management? (AC 1.1) 1.2 Millennium IT is striving to become a global leader in software developer for stock markets management. As a Human Resource management trainee, how you would assess the function of the human resource management in contributing to organisational purposes at millennium IT? (AC 1.2,) 1.3 In an organization such as Millennium IT, there would be multitude of line managerial functions directly involved in its operations.Evaluate the role and responsibilities of line managers in human resource management in an organization such as MillenniumIT? (AC 1.3) 1.4 Assume that you would be assigned to London Stock Exchange in United Kingdom as a part of the human resources management team and analyse the impact of the legal and regulatory framework in United Kingdom on human resource management in your work context. (AC 1.4) Learners are encouraged to address merit criteria M1.3 when addressing the Task 01 Task 02 You as a human resources management trainee, is expected to get new people as well...
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...Human Resource Management Sarah Brown HRM/300 October 18, 2012 James Scott Human Resource Management Human resource management (HRM) is an important part of any business. HRM is useful to companys because it is what keeps employees motivated and helps the company achieve goals. This summary will outline what human resource management is, and its functions in business. It will also outline how human resources management plays an important role in the strategic planning in an organization. HRM aids a company in shaping it employee base and eventually the overall success of the company. What is human resource management? “People are definitely a company’s greatest asset. It does not make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” (Ash, n.d.). It is vital for managers to have complete knowledge of human resource management (HRM) because people are what keep a company operating. HRM is utilized by managers to connect the abilities of a companys general employee base and its jobs, which will aid both the company and employees in becoming successful. HRM essentially gives a manager the ability to put the worker with the right task, and bring the best out of that work so that it meets organizational goals. Many HRM managers a used to recruit new talent for the company, keeping existing employees inspired, and the training of new and old employees (McNamara, 2012). What is the primary function of human...
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...Human Resource Management The case study is on Harrods and each task is 1000 word. UK COLLEGE OF BUSINESS AND COMPUTING Module Booklet Course: EDEXCEL BTEC Group: Ed excel HND Group Module: Unit 21 – Human Resource Management Module type: Optional Module Code: : K/601/1264 Module Credit: 15 Teaching Period: (15+6 weeks) Level: 4 Contact Hours: (15*3+6*3 = 63) Lecturers: 15 weeks Revision Clinic: 3 week Feedback and assignment guidance: 3 weeks Lecturer: Mr Stephen Moore Start date: 03/10/2013 Day: Thursday Time: 10.00 – 1.00 Room: LH 02 Term: Sept 2013 – Jan 2014 CONTENTS 1. INTRODUCTION, AIMS AND OBJECTIVES 2. MODULE OUTLINE AND TEACHING METHODS 3. READING AND COURSE PREPRATION 4. LECTURE WITH DETAILED COURSE PROGRAMME AND OBJECTIVES 5. ASSESSMENT DETAILS Welcome to the Human Resources Management lecture class Module Leader: Mrs. SUNITA KOTTA ...
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...DEDICATION We dedicate this research paper to our beloved Human Resource Management Instructor as well as to our classmates who aspire to become part of HR Department in future time. TABLE OF CONTENTS I. THE PROBLEM AND ITS BACKGROUND History ……………………………………………………………… 4 Nature of Business ……………………………………………………… 6 Mission ……………………………………………………………… 6 Vision ……………………………………………………………… 6 Goal of HR Department ……………………………………………… 7 Research Locale ……………………………………………………… 9 Organizational Chart ……………………………………………… 10 Duties and Functions ……………………………………………… 11 Problems Encountered by HR Department ……………………... 12 Most Common Issues and Challenges ……………………………… 12 Scope and Limitation ……………………………………………… 13 Definition of Terms ……………………………………………… 14 II. REVIEW OF RELATED LITERATURE Local Related Literature ……………………………………………... 15 Foreign Related Literature …………………………………………… 15 III. METHODOLOGY Research Design …………………………………………………… 16 Participants of the Study …………………………………………… 16 Instrumentation …………………………………………………… 18 Data Gathering Procedure …………………………………… 19 Statistical Treatment Data …………………………………… 20 IV. PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA Qualities of a Good HR Department HR Management Styles Applied in Problem Solving Common Traits of HR Management and Staffs V. SUMMARY, CONCLUSION AND RECOMMENDATION Summary of Findings Conclusions Recommendations ...
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...Human Resource Management: An Employment Review Scott J. Doyscher University of Minnesota Crookston Introduction As an alternative to my initially desired job search in Real Estate/Portfolio Management, I have always been curious about Human Resource Management as a possible alternative career path. Given the task of researching employment prospects for the next three, five, and ten years- I felt that I could do more than that in this paper. My finished product is a cursory overview of some of the roles and functions of Human Resource Management. I cover challenges in the industry/role, trends in the Human Resource segment of the employer market, and finally give a review of job prospects per the initial assignment. I believe that by producing a finished product with this scope and depth, I have learned much more than I would have by simply drilling down to the job prospects data. The first areas I provide commentary on are challenges that Human Resource Managers face on a daily basis in their job duties, specifically: * Challenge #1- Leadership Development * Challenge #2- Retaining and Rewarding the Best Employees * Challenge #3- Development of a Positive Corporate Culture Next, I transition to covering three interesting trends/innovations that Human Resource Management needs to understand to be successful in the workplace today: * Trend & Innovation #1- Employee Loyalty and Methods to Establish * Trend & Innovation #2- Work/Life Balance...
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...Reflection#1 Human Resource Management is the calculated and reasoned method of managing for an organization’s most valued assets. There is a response for the people who are working and ensuring the achievement of the role for the organization’s goals and objectives, increasing in the organization's effectiveness and satisfying all of the employee's needs. Employee costs usually consume a big percentage of the common budget of most companies. So it is very important to find good employees because it may also help the companies to improve its performance and increase success. By managing human resources effectively and efficiently, it is possible to know that all workers are motivated and satisfied willing to perform their own duties to the best of their abilities. The responsibilities that encompass this method of Human Resource Management include a multitude of different activities, among these activities and other tasks are deciding factors of whom to choose from the candidates and the where about of finding quality employees, recruiting and training the best ones. Human Resources are essential to any enterprise because it allows for training and development of employees. According to an article found in the Journal of Business Management, human resources are essential to maintaining the competitive advantage. The article also explains, "human resources (defined as the total pool of human capital under the control of the firm) have the highest probability (among all resources) of being...
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...Human Resource Management Final Project By: Courtney Akins Capella University BUS3040 – Fundamentals of Human Resource Management Professor Andrew Ansoorian September 17, 2014 Human Resource Management Final Project Human Resource Management (HRM) is the capacity inside an organization that concentrates on recruitment of, administration of, and giving bearing to the individuals who work in the organization. HRM can additionally be performed by line managers. HRM is the authoritative capacity that arrangements with issues identified with individuals, for example, compensation, employing, performance management, organization advancement, security, wellbeing, profits, representative inspiration, correspondence, organization, and preparing, (Heathfield, 2014). Recruitment At the point when HR arranging demonstrates the requirement for extra work, organizations have a number of decisions to make. This may be the initial phase in a full-scale recruitment and selection procedure, however now and then enlisting extra representatives is not the best system to get extra work. It might be fitting for an organization to consider options to enlisting, for example, outsourcing or unexpected work, as opposed to contracting consistent workers. In the event that this is a brief change in work volume, the least complex result may be low maintenance work or extra minutes by existing workers. The expenses of recruitment and choice might be amazing; contracting new workers ought to happen...
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...difficult to define the term human resource management , because it is generally used in two different ways. The first one is generically labelled as personnel management, and the second one is an updating term which is widely used in the modern life, however, distinct from personnel management.(Torrington D, Hall L,2011) Exploring the substance of these two meanings of human resources management seems important in understanding the theory. There is a significant theme in their work is the debate that personnel management is essentially workforce centered, directly mainly at the organisation’s employees, while HRM is resource centered, directly mainly at management. Traditionally the term personnel management was used to refer to a set of activities concerning the employees which included finding and training them, arranging for them to be paid, accomplishing administrative tasks and fulfilling employees’ welfare needs. Actually, people who work in the organisation work as input for achieving desired output. It is recognised that personnel management is a routine function, which focuses on increased production. HRM, by contrast, is a strategic function that concentrates on effectiveness, culture, productivity and employee’s participation. Also, there is greater emphasis on planning, monitoring and control, rather than mediation.(Torrington D, Hall L,2011) In other words, Human resource management assumes people as an important and valuable resource for achieving desired output...
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...Introduction: Human resource management (HRM, HR) is a process to manage employees in a organization. This deals with employment issues according to the law and with the organization’s directives. This includes many fields in a company like staff hiring, staff reentering, pay settlement, setup management performance, and change management. This is the most common and rational explanations of Human Resource Management. The second one is considered as modern definition of HRM which includes people manages in macro prospective way. It means managing people in collective relation between company’s management and its employees. This is what focuses main objective of HRM. Thus main HR function is to make people’s relationship ‘employment relationship’ to both of employees and management. So HRM fulfills all the management objectives of providing and managing them in best relationship way to monitor and control them. Human resource management deals with different processes to achieve different goals. For this there is always department HR in an organization. • Trained workers planning • Emplyoment (Recruitment) • Skilled Management • Trainign and improving development • Payroll (Wages and Earnings Compensation) • Employee Befits Now the question is ‘Is this management leadership is open source to everyone to learn and achieve it or its limited to few peoples with personal born qualities for it?’ Objectives of HRM: HRM objectives are goals or set...
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...HUMAN RESOURCE MANAGEMENT 1. INTRODUCTION Human resource Management is, perhaps, the oldest and most widely researched subject in management. Yet, as technologies change, cultural diversities occur and people’s expectations undergo fundamental shifts towards newer and newer dimensions. For instance, professionals are gaining more say in the running of organizations. Even where governance is by people who own the majority stakes, their own positions and the respect they command are contingent upon their competence rather than ownership. (Ahuja, 2005 880) “ Management is the art of getting things done through other people. Management is the dynamic, life-giving element in every business. Without it the resources of production remain resources and never become production.” (Sharma, 2004 11) This definition emphasizes that the managers achieve organizational objectives getting things done through the employees. Human resource Management is very essential for successful running of an enterprise. It ensures proper use of physical and human resources by deriving the best results. It leads to efficient performance and higher productivity. Human Resource Management is very essential for every organization to make productive use of human physical and financial resources or the achievement of the organizational goals. It helps in determination of objectives. No organization can succeed in tits mission...
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...Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western © STONE/GETTY IMAGES chapter 15 International Human Resources Management After studying this chapter, you should be able to objective Identify the types of organizational forms used for competing internationally. objective 1 2 3 4 5 6 7 8 Identify the unique training needs for international assignees and their employees. objective Explain the economic, politicallegal, and cultural factors in different countries that HR managers need to consider. objective Identify the characteristics of a good international compensation plan. objective Explain how domestic and international HRM differ. objective Reconcile the difficulties of home- and host-country performance appraisals. objective Discuss the staffing process for individuals working internationally. objective Explain how labor relations differ around the world. PART 6 Expanding Human Resources Management Horizons 639 Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 640 PART 6 Expanding Human Resources Management Horizons W hen you pick up a newspaper or turn on the TV, you’ll notice that stories are constantly being told about companies competing globally. These stories might include mergers of U.S. and international companies, such as Daimler-Benz and Chrysler a few years ago. Or they might highlight companies expanding into other...
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