What Is Hrm?

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Human resource as defined by Armstrong P and Dawson C (1996) is the strategy for acquiring, using, improving and preserving the organisations human resource. It could be well agued that in most cases the human aspect is forgotten in relation to how they manage people, leaving most staff unsatisfied creating a high staff turn over which affects organisational performance. It is therefore an utmost importance that people as opposed to just employees-need to be managed in away that consistent with broad organisational requirement such as quality or efficiency. As in most cases organisational effectiveness depends on they’re being a tight ‘fit’ between human resource and business strategies. Human resource as could be said is all about making business strategies work. It is therefore important that emphasis is placed on how to best match and develop ”appropraite” human resource management (HRM) approach/system of managing people in the tourism hospitality and leisure industry (THL). This easy would therefore be looking at some of the HRM approaches used such as the Harvard model; hard and soft approach in conjunction with the real world of the THL industry and to determine wither the hard approach is more appropriate. Human resource management (HRM) as described by Gratton L. (1999) has a concept with two distinct forms; soft and hard approach, where the soft approach of HRM is associated with human relation and the hard on the other hand sees people as human resource. The Soft HRM is the notion that workers respond better when an organisation recognises their individual needs and addresses them as well as focusing on the overall business objectives. The work of Maslow in stating that humans have a ‘hierarchy’ of needs, which they will exert considerable energy towards achieving, claims that organisations that recognises and addresses these needs will have a happier, more fulfilled, more loyal and productive workforce. As agued by Jackson T. (2002) the way to success...
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