HRM ASSIGNMENT POH LEONG KIAT 14203900 1

Powerful Essays
National University of Ireland, Dublin

Bachelor of Business studies in Logistic & Supply Chain Management
Intake 43
Group: D

Module: MANAGEMENT OF ORGANISATIONS (MO) Essay Title: MO ASSIGNMENT 1

Submitted by: POH LEONG KIAT
Student Number: 14203900 Lecturer: Dr Evelyn Roche

Submission Date: 09 FEB 2015

Word Count:

Introduction
According to Byars & Rue (2006), Human Resource Management (HRM) can be defined as a structure or a system of activities which serves to assist the company in the management of their employees at all levels within the organization effectively in order to attain the intended organizational goals.
The Human Resource (HR) Department oversees the management of employees’ welfare and company-related events within the organization. It is also responsible in areas such as handling employee recruitment, training, benefits and welfare based on individual work performances.
In essence, HRM can be identified as the approaches, methods, and processes that influence employees ' etiquette, perspective and achievement (Noe et al., 2014).

Importance of HRM
HRM plays a vital role in handling the relationship between the employer and employees. The common practices are listed below which support various business strategies today to further elaborate the importance of HRM:
i. Selection and Recruitment
Selection and recruitment is essential in providing human capital for the organisation. According to Becker (1964), human capital can be defined as the sum of a person’s knowledge, information, talent and skills which contribute to the achievement of organizational goals.
Recruitment is an initiation by the organization to make themselves noticeable through job vacancies posted on newspaper articles, internet or social media etc. (Noe et al., 2014).
Selection of appropriate candidates for the job through job analysis conducted by the HR department is



References: Byars, L. L. Rue. (2006) Human Resource Management (8th ed.). New York: McGraw Hill. Becker, G. (1964) Human Capital, New York: Columbia University Press. Danley, J., Harrick, E., Strickland, D Dessler, G. (2012) Fundamentals of Human Resource Managment. Upper Saddle River (New Jersey): Prentice Hall. Fryer, M. (2009) 5 HRM. Strategic HRM, in Collings, D. G., & Wood, G. (Eds.). (2009). Human resource management: a critical approach. New York: Routledge, pp.75-78. Greenwood, M. (2007) Ethics and human resource management. Human Resource Management in Australia 3e, 3, 562-587 Greenberg, J K, Aswathappa, (2008) Human Resouce Personnel Management. New Delhi: McGraw-Hill. Lloyd L Raymond A. Noe, Hollenbeck, J., Gerhart, B. & Wright, P. (2014) Fundamentals of Human Resource Management. New York : McGraw-Hill Education. Schulman, J. N. a. M. (2006) Favoritism, Cronyism, and Nepotism. [Online] Available at: http://www.scu.edu/ethics/practicing/focusareas/government_ethics/introduction/cronyism.html Tyler, Tom R., and Steven L. Blader. (2003) ‘The group engagement model: Procedural justice, social identity and cooperative behavior’, Personality and Social Psychology Review, 7(4), 349-361.

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