Evolution of Personell Management

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lution of pers

Acknowledgement

Behold, how good and pleasant it is for brethren to dwell together in unity

~Bible~

I would like to take this opportunity to thank a number of people who have helped me in completing this assignment in a successful manner.

Firstly, our Strategic Human Resource Management lecturer, Mr. Harshana Perera for his constant support and guidance at all periods, for all he has taught us and for his flexibility at all times.

To my parents and family, for all the help and support provided to me to complete this assignment. I would like to thank them for being a constant help and guiding me throughout the workings of this report.

My friends and batch mates who helped in many ways towards achieving the completion of the assignment provided, without who all this would not have been possible.

Seniors who helped in any way to achieve this goal in a fruitful manner.

Executive Summary

There has been a major change in all organizations in the world regarding Human Resource Management when it changed from personnel management to Strategic Human Resource Management where employees are treated as a strategic asset. The time when employees were disregarded in an organization is long gone. By giving them a good place within their workplace, the employees will be satisfied with the job they’re doing and hence will be much more productive. Now employees are considered as an asset and this fact will be on the minds of the employees as they work.

There have been many issues while undergoing this change process which have also been discussed in the chapters of this report, and also various different factors have affected the change process from Human Resource Management to Strategic Human Resource Management. These issues have been analyzed in a comprehensive manner and major forces which affected this change has been mentioned as well while writing this report.

Introduction

Before Strategic Human Resource Management came into being, organizations practiced what was called Personnel management where employees worked how managers wished to see them and this was more of a traditional setup. In the current world however, pressure is building more towards a more developedtechnology where people demand a much more broader, comprehensive and strategic perspective regarding the organization’s human resources. (M. Armstrong, 2007) Due to these pressures, there is a need for creating a longer term perspective in managing people and the people are to be considered as potential assets to the organization.

Thus Strategic Human Resource Management evolved after numerous changes to the existing system socially, politically, economically, and commercially. Strategic Human Resource Management is concerned about individual well-being, organizational effectiveness, and societal well-being.It has been clear that employees are seen as an asset to the organization now after the changes that has taken place over the years. How these changes have affected HR is further elaborated in this report.

Human Resource Management

Human Resource Management is defined as a strategic and coherent approach to the management of an organization’s most valued assets- the people working there who individually and collectively contribute to the achievement of its objectives (M. Armstrong, 2007)

HRM can be regarded as a set of inter-related policies with an ideological and philosophical underpinning (John Storey, 1989)

Strategic Human Resource Management

Strategic Human Resource Management is a set of managerial decisions and actions that determine the long-run performance of a corporation. (J. D. Hunger &T.L.Wheelen, 2007)

Strategic Human Resource Management defines the...
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