Introduction to Human Resources Management

1. Introduction

Human resource management is described as organizational activities of recruiting, selecting, designing to work, train, rewarding, managing, motivating and controlling the employees.

 “The practice of human resource management is concerned with all aspects of how people are employed and managed in organizations” (Armstrong, 2009).

2. History of HRM

The HRM initiated from Personal Management (PM). In the industrial era, the human were taken as a cost for the production. Therefore Personal Management was implemented to maintain this cost in production. Thereafter, when organizations started to realize the human as assets the PM was transferred to Human Resource Management (HRM). To develop the human assets and to achieve a better output, organizations used many tools such as training and motivating. In the 21^st century, the concept further developed as Strategic Human Resource Management (SHRM). In present world ,the organizations realize that by empowering their employees they can optimize the result. Also human resources take part in the decision making as strategic partners of the organization.

The emergence of the term ‘Strategic Human Resource Management’ (SHRM) is an outcome of such efforts. It is largely concerned with ‘Integration’ of HRM into the business strategy and ‘Adaptation’ of HRM at all levels of the organization (Guest, 1987)

“Strategic HRM is an approach that defines how the organization’s goals will be achieved through people by means of HR strategies and integrated HR policies and practices” (Armstrong, 2009).

Figure 1: Human Resource evaluation growth

3. HRM connection to Strategy

Human resources are an important part of a successful organization strategy. Successful organizations realize the importance of well developed and motivated employees to achieve the company's financial goals. Successful HR departments realize the importance of keeping employees' focus on the company's financial goals while providing opportunities for employee growth and advancement.

SHRM has to cater for competency development of employees. Their enhanced knowledge, attitude and skills will lead to competitive advantage of the organisation. That is the only way to survive and succeed in a “flat world” (Daily FT, 2011).

4. Functions of HRM

4.1 Planning 

Organizations need to plan ahead in order to get things done and it’s also important to plan in order set goals.

4.2 Organizing 

After planning, organizations need to develop an organizational structure by hiring, grouping, assigning duties, delegating authorities and coordinating employees.

4.3 Directing 

The directing functions involve encouraging or motivating people to work willingly and efficiently to achieve the organizational goals.

4.4 Controlling 

It’s all about regulating activities accordance with the plan prepared based on the objectives of the organization 

References

(2011, January 17). Retrieved August 10, 2019, from Daily FT: http://www.ft.lk/article/15142/Strategic-HRM-in-Sri-Lanka--Rhetoric-and-reality

Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice (11 ed.). London, United Kingdom: British Library Cataloguing.

Guest, D. E. (1987). Human Resource Management and Industrial Relations. Journel of Management Studies.