CiteScore: 8.5 ℹ CiteScore: 2019: 8.5 CiteScore measures the average citations received per peer-reviewed document published in this title. Leon C. Megginson defines human resources as “From the national point of view human resources are knowledge, skills, creative abilities talents, and attitudes obtained in the population, whereas from the view point of enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.”. That means the company has to evaluate their human resource and find out their individual strengths and weaknesses and capitalize on them to make them work to get some positive results for the firm. Content Guidelines 2. This is so because people offer competitive advantage to a firm and managing people is the domain of HRM. Thus, there was no status and influence of the discipline. Before uploading and sharing your knowledge on this site, please read the following pages: 1. According to Dessler, Human resource management refers to the practices and policies needed to carry out the people or personnel aspects of management job. In the HRM, different thinkers gives their views in various ways, which is explain in the following: i. Human Resource Management (HRM) is that part of management process which develops and manages the human element of the enterprise considering their resourcefulness in terms of total knowledge, skills, creative abilities, talents, aptitudes and potentialities for effectively contributing to the organisational objectives. Content Guidelines 2. Human Resource Management (HRM) may be defined as a set of policies, practices and programmes designed to maximise both personal and organisational goals. The human resource is much more valuable than the capital resource. Human resource management is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organisations (Armstrong, 2016:7) Human resource management is the process through which management builds the workforce and tries to create the human performances that the organisation needs. The definition of recruitment and selection are given according to various authors. According to Decenzo and Robbins, “HRM is concerned with the people dimension” in management. vii. As a result of this many companies are totally changing their management structure to improve productivity. There is a stress on inter-personal relations as a determinant of performance. Byars and Rue – “Human resource management encompasses those activities designed to provide for and coordinate the human resources of an organization Human resource functions refer to those tasks and duties performed in organizations to provide for and coordinate human resources”. Human Resource Management (HRM) - Definition and Concept We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts. 1. —Institute of Personnel Management. It not only talks of functions like acquisition, training, appraisal and compensation but also of ‘human orientation’ by giving emphasis to human relations and health and safety of human resources. Thus, HRM refers to a set of programmes, functions and activities designed and carried out with a view to maximizing both employee and organizational effectiveness. 3. Learn about the definitions of human resource management propounded by various authors, management thinkers and institutions. Its important to know that there are different HR textbooks. The main objective of HRM is to create and maintain a pool of skilled and committed workforce to gain competitive advantage. 3. It is the people who can craft strategies and execute then effectively. Today’s HR professionals constantly need to nurture an empowering culture so as ensure effective retention of human resources in their organizations. This definition is a traditional one and is a modern version of personnel management. As such in the long run only those organisations success which have people of quality with them. Tìm kiếm human resources management definition by author , human resources management definition by author tại 123doc - Thư viện trực tuyến hàng đầu Việt Nam The development function consists of three dimensions of employee training, management development and career development. HR departments and units in organizations typically undertake a number of activities, including employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding. Edwin Flippo defines HRM as- “planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished”, According to French Wendell- “Personnel management is a major component of the broader managerial function and has roots and branches extending throughout and beyond each organization. It deals with the staffing functions of the organization such as human resources planning, recruitment, training, career planning, compensation package, and performance appraisal. It converts human talent into a competitive advantage. From the above definitions, there are some most important aspects of HRM, which emerge could be started as: i. (ii) They predict environmental changes and enable the organisation to adapt to these changes. Gary Dessler- HRM refers to the practices and policies that help in managing job, specifically, acquiring, training, appraising, rewarding and providing, a safe, ethical and fair environment for the company’s employees. According to George Milkorich and J. W. Boudreaux, HRM is “a series of integrated decisions, that form the employment relationship – their quality contributes to the ability of the organizations and the employees to achieve their objective”. These attitudes have been a matter of controversy. According to him, human resource management is concerned with the “people” dimension in management. Organisations with strong human resource practices create more satisfied employees, who in turn, work harder to satisfy customers. HRM is a combination of people oriented management practices that views employees as assets and not as cost. It also deals with, various activities and functions just like-human resource planning, recruitment, training, compensation packages, moral boosting, discipline and conflict resolution, etc. When we consider the development of HRM in a time perspective, there are many stages the management has passed through till it reached the present Human Resource Management stage.