Introduction of Human Resource Management

What is human resource management?

Human resource management is a process of efficient and effective utilization of human resources in order to achieve the goals and objectives of an organization. It focuses on managing people and dealing with the human element of an organization. This process plays a big role in organizations. Growth of new business and changing technological environment creates many challenges for human resource management. Definition for HRM has changed time to time in accordance to new findings of technology. It’s explained that the overall purpose of the HRM is to ensure the organizations ability to achieve success through people (Armstrong, 2009).

 HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual organizational and social objectives are accomplished, strategized, integrated and coherent approach to the employment, development and well-being of the people working in organizations.

As (keegan, 2010)  noted: HR work is now ‘largely framed as a business issue’. The emphasis is on business alignment and strategic fit. These are important requirements but focusing on them can lead HR professionals to place correspondingly less emphasis on employee needs and motivations when developing their new and altered arrangements. A simplistic view of the business

Global Human Resource Issues.

Several key factors make global human resource management different from domestic management. different labour markets, legal barriers, economic changes, cultural barriers, different management styles, varied compensation practices and labour laws are some of these factors.

Human resource management is currently facing main key issues identified as how to staff key management posts in the company, how to compensate for different nations, difficult to evaluate performance of managers in different countries and expatriate managers.

Traditionally international human resource has been about managing an international workforce. The higher level organizational people working as Expatriates. Frequent commuters, cross cultural team members and specialist involved in international knowledge transfer.

Global Human Resource Management is not simply about these staff. It concerns managing all HRM activities. They are used through the application of a global set of rules (Brewster C, 2005).

References

A, k. a. (2010). the changing textscape of HRM and emergenceof HR business partnership the international Jurnal of HRM.

Armstrong, M. (2009). "Handbook of Human Resource Management Practice" (11th ed.). kooganpage,uk.

Brewster C, S. P. (2005). To wards a new model of globalizing HRM. International Jurnal of Human Resource Management.

david U, D. L. (1990). Organization capability. New york.

keegan, A. a. (2010). The changing textscape of HRM and emergency of HR business partnership. The international jurnal of Human Resource manajement.