Human Resource Theories and Concepts
MGW 2430
The purpose of this essay is to analyse and explain, using Human resources models, concepts and assumptions, how and why people are of value to organisations and how and why it is assumed that HRM/SHRM can contribute to company success through valuing and managing its employees.
According to Legge (2009 pg77), human resource management is defined as the strategic and approach to the management of an organization's most valued assets which is the people or the staff members. There is a traditional definition or way of human resource management and a strategic way of human resource management. Traditional Human resources management is all about policies, systems and everyday practices that influence the employee’s attitudes, performance and conduct. Strategic human resource management is when Human resource management becomes driven by planning, forecast, and decision-making process that is based of thorough analysis about the employee’s behaviour and well being.
According to Liddicoat (2010), there are some human resource models that company adopt in order to come up with effective and efficient human resource management. These include traditional HRM, Strategic HRM, High performance work systems and Personnel management. For example, Google has adopted the strategic HRM model. Google uses the strategic Human resource Management (SHRM). At Google, recruitment is the first and most vital step in the company’s Human Resource philosophy. Google has a centralised recruiting team which includes specialists, to fill the organisation’s growing job positions. Google’s main strategy is to attract and retain the best employees, and pay more attention to them; it does this through the company’s ‘disruptive approach’ for employee recruitment. Google has managed to attract many professionals from every industry and university by taking proper measures to change the traditional way of work thus attracting and retaining the best employees (Macken, 2010). Unlike
The purpose of this essay is to analyse and explain, using Human resources models, concepts and assumptions, how and why people are of value to organisations and how and why it is assumed that HRM/SHRM can contribute to company success through valuing and managing its employees.
According to Legge (2009 pg77), human resource management is defined as the strategic and approach to the management of an organization's most valued assets which is the people or the staff members. There is a traditional definition or way of human resource management and a strategic way of human resource management. Traditional Human resources management is all about policies, systems and everyday practices that influence the employee’s attitudes, performance and conduct. Strategic human resource management is when Human resource management becomes driven by planning, forecast, and decision-making process that is based of thorough analysis about the employee’s behaviour and well being.
According to Liddicoat (2010), there are some human resource models that company adopt in order to come up with effective and efficient human resource management. These include traditional HRM, Strategic HRM, High performance work systems and Personnel management. For example, Google has adopted the strategic HRM model. Google uses the strategic Human resource Management (SHRM). At Google, recruitment is the first and most vital step in the company’s Human Resource philosophy. Google has a centralised recruiting team which includes specialists, to fill the organisation’s growing job positions. Google’s main strategy is to attract and retain the best employees, and pay more attention to them; it does this through the company’s ‘disruptive approach’ for employee recruitment. Google has managed to attract many professionals from every industry and university by taking proper measures to change the traditional way of work thus attracting and retaining the best employees (Macken, 2010). Unlike