Human Resource Management: An Overview
Human Resource Management Overview
Human Resource Management Overview
Human resource management (HRM) is the subset field of management according to Robbins and DeCenzo (2006) and professionals in this field must be able to manage the organization using people. The HRM personnel typically require the coordination of all components of company functions including planning, organizing, leading and controlling employees to accomplish the goals of the organization.
Prior to the 1960’s, the human resources department was usually viewed as the “health and happiness” department for any company but now the HRM division is a more technical position. HRM personnel are now trained in sociology, organization, work design, psychology, and law. This begins with following federal legislation which requires a company to hire the highest qualified candidates for job openings without allowing race, religion, color, sex, disability or origin to have any deciding factor in if they are hired or not.
HRM must also oversee training employees to function effectively within the company and they monitor the continuing personal development of employees. The HRM must also balance worker retention while also attracting new applicants. The two primary responsibilities of HRM consist of assisting the company’s strategic direction and being a representative and advocating for the companies employees. This means the HRM is constantly and consistently working with line management in organizational designs, culture differences, and performance systems and making changes where necessary.
HRM also has a unique function of determining which strategies will help to reduce cost while still offering employees amenities. HRM personnel must be concerned with the total cost of the companies HR department as well as the overall company employees. External factors can also affect the HRM process such as globalization, technology, changing skill requirements, workforce
Human Resource Management Overview
Human resource management (HRM) is the subset field of management according to Robbins and DeCenzo (2006) and professionals in this field must be able to manage the organization using people. The HRM personnel typically require the coordination of all components of company functions including planning, organizing, leading and controlling employees to accomplish the goals of the organization.
Prior to the 1960’s, the human resources department was usually viewed as the “health and happiness” department for any company but now the HRM division is a more technical position. HRM personnel are now trained in sociology, organization, work design, psychology, and law. This begins with following federal legislation which requires a company to hire the highest qualified candidates for job openings without allowing race, religion, color, sex, disability or origin to have any deciding factor in if they are hired or not.
HRM must also oversee training employees to function effectively within the company and they monitor the continuing personal development of employees. The HRM must also balance worker retention while also attracting new applicants. The two primary responsibilities of HRM consist of assisting the company’s strategic direction and being a representative and advocating for the companies employees. This means the HRM is constantly and consistently working with line management in organizational designs, culture differences, and performance systems and making changes where necessary.
HRM also has a unique function of determining which strategies will help to reduce cost while still offering employees amenities. HRM personnel must be concerned with the total cost of the companies HR department as well as the overall company employees. External factors can also affect the HRM process such as globalization, technology, changing skill requirements, workforce
References: DeCenzo, D. A., & Robbins, S. P. (2007). Fundamentals of Human Resource Management (9th ed.). Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx.