The Key Functions Of HR Manager And Human Resource Management

Armstrong (2009) defines Human Resource Management (HRM) as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Similarly, Legge (1989) defines Human resource management as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

Human resource management refers to the process of dealing with people or controlling them. It plays an important role in effective utilization of human resources and bringing effective people in an organization (Attridge, 2009). With the following research at DaVita, one shall come to know about the standard model of HRM and how it is employed in the strategic planning of an organizational structure.

Human Resources Management (HRM) terms had widely replace personnel management (PM) as in the process of managing people in the organizations. What actually is human resources management? Well, it is said that human resources management is an organization’s most valuable asset. Organization thinks that human resources department plays a huge role in terms of staffing, training and assisting to manage people so that the employee and the organization are capable to maximize the resources in the organization. (McNamara, 1998). Besides, in the global business, human resources management had effectively replaced other management traditions like Industrial Relations (IR) and Personnel Management (PM) as a tool to reshape

Human Resource Management is the precise and compelling administration of individuals to attain the wanted goals. To addition a vital edge, it is exceptionally essential to deal with the "individuals" assets beneficially. This will help to accomplish the vital objectives and the fulfillment of the individual worker needs. All the Human Resource practices are focused around moral establishment. It is the obligation of the businesses to keep up wellbeing and security of their head honchos in the work environment.

HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural, and personnel techniques. (Storey, 1995)

Human resource Management is the organizational function that address the problems related to people such as training, communication ,adminisitration, organization development, compensation, hiring,employee ,motivation and performance management. A central feature underlying the concept Human Resource Management as illustrated by Gilley et.al (2002) comprises of practices like recruitment, selection ,appraisal, formal human resource policies and comprehensive human resource philosophies . Armstrong (2006) defined Human Resource Management as, the main aim of human resource management is to make sure that the success can be achieved by the organization through people .HR strategies entail policies and programs

Nowadays, human resource management is getting more and more important due to more corporations consider being a strategic, forward thinking, globalized and low cost but high productive business. In order to achieve a valuable ‘people’ dimension of a success business, human resources management need to take into account. Human resource management is not only benefits the company’s profits but also take good care of employees such as training, development, communications and reward systems. There are four basic functions of human resources management, which are staffing, training and development, motivation and maintenance.

Human Resource Management, unlike Personnel Management, is linked to and plays a vital role in the organisations strategic planning and execution in order to make a decisive impact on the organisation 's overall performance. Human Resource Management is concerned with philosophies, practices, and policies influencing the management of people in organisation so as to attain

“Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization (Heathfield, 2016)”. While the HR professional is responsible for the organization development that generates the culture of the organization by ensuring that the key functional areas are met. The five functions chosen that works coherently with each other are as follows: analysis and

Therefore, HRM and personnel management are interrelated terms. However, there is a fundamental difference between HRM and personnel management. According to HRM perspective human resource is an imperative asset and interests and responsibilities are shared mutually by employees and employer which include rewards, respect, goals and accountabilities; whereas according to personnel management approach, human resource is a tool to be developed and utilized to the fullest for the benefit of the organization only (Aswathappa, 2013). Therefore, though personnel management and Human resource management both the concepts deal in managing the human resource, there is a wide difference in the scope and approach. HRM is about managing and developing human resource to achieve organizational goals as well as development of employees. Personnel management is about developing skills and knowledge of employees for the benefit of the

Over the last 30 plus years, Human Resources Department has evolved from the people who conducted all administration duties like the keeper of the records in the filing cabinets to the backbone of an organization. “Human resources management can be defined as that part of management concerned with: All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organization” (Mahapatro, 2010). The changes to Human Resources management has been beneficial to everyone within an organization. As technology advances so do Human Resources as it takes on different roles and advancements like Human Resources Information Systems.

Over the last centurary, Human Resource Management (HRM), the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization and also performed by line managers (Heathfield), has exploded with interest and its prominence has increased greatly. However when used strategically it is the way it puts the needs of the organisation first and helps it achieve its goals and objectives by guiding it down the correct path. Every organisation has goals and objectives to help it grow and better its organizational performance, which comprises of the actual

Human Resource Management (HRM) involves all decisions that directly affect the people who work for the concerned organizations and corporate enterprises. Hence, HRM can be termed as a strategic and coherent approach to an organization’s most prized asset- the people working there, who individually and collectively strive towards achieving the organizational goals. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining & compensating their services in tune with the job and organizational requirements.

When it comes to comparing the two approaches, we find that personnel management is mostly administrative and it’s only aim is to establish and maintain equitable terms and conditions of employment. On the other hand human resource management participate the traditional personal management approach to corporate strategies and goals, and work to develop activities that motivate staff.

In the face of increasing competitive environment organisation needs to focus on the value of investing human resources as a major competitive advantage. It is important to set a HRM to meet those advantages to meet company’s objectives with the flexible environment. Schuler (1992) defines strategic human resource management as “the integration and adaption to ensure (1) human resource management is fully with the strategy and the strategic needs of the firm (2) HR polices cohere both across policy areas and across hierarchies; and (3) HR practices are adjusted, accepted and used by the line managers and employees as part of their every day work”