: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. UOP: MGT 431
This summary paper provides a full description and analysis of the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. Additionally, this paper addresses employee quality of life and productivity programs and improving the physical work environment. The relationships between successful business and Human Resource Management are examined as well as how Human Resource Management strategies can be incorporated into business strategies to improve profit.
The history of the development of human resource management can be traced back to the early 1900s. Human resource managers¡¦ original function was to basically manage the relationship between businesses and labor unions. Galbraith and Nathanson were among the first organization theorist to discuss explicitly the concept of human resources strategies in the context of strategic management. They developed a model for the human resource management function that divided the human resource management function into four basic subfunctions. Subsequent review of the human resource management function divided the function into seven parts. Although human resource management was originally seen as a necessary evil to deal with labor unions currently Human resource managers are viewed as an essential part of any successful organization.
Human Resource Management focuses on securing, maintaining, and utilizing an effective work force, without which organizations cannot survive. Human Resource Management involves a variety of activities, which include recruitment, and screening of prospective employees, the study of training needs, preparing human resource forecasts, the development of compensation systems, and an understanding of the laws that effect the performance of these activities. The Human
The history of the development of human resource management can be traced back to the early 1900s. Human resource managers¡¦ original function was to basically manage the relationship between businesses and labor unions. Galbraith and Nathanson were among the first organization theorist to discuss explicitly the concept of human resources strategies in the context of strategic management. They developed a model for the human resource management function that divided the human resource management function into four basic subfunctions. Subsequent review of the human resource management function divided the function into seven parts. Although human resource management was originally seen as a necessary evil to deal with labor unions currently Human resource managers are viewed as an essential part of any successful organization.
Human Resource Management focuses on securing, maintaining, and utilizing an effective work force, without which organizations cannot survive. Human Resource Management involves a variety of activities, which include recruitment, and screening of prospective employees, the study of training needs, preparing human resource forecasts, the development of compensation systems, and an understanding of the laws that effect the performance of these activities. The Human