The Definitional Issues Surrounding the Debate of the Reality of Human Resource Management
ESSAY PAPER
ON
THE DEFINITIONAL ISSUES SURROUNDING THE DEBATE OF THE REALITY OF HUMAN RESOURCE MANAGEMENT (HRM)
ABSTRACT
This essay focuses on the definitional issues surrounding the debate on the reality of Human Resource Management (HRM). This concept is used to describe management activities or to denote a particular approach to people management.
This essay reviews a number of HRM concepts and some models of HRM put forward by various authors and some schools of thought. Originally it is an American concept that has been copied by all the countries in the globe. In an attempt to evaluate which HRM practice is better, this essay will compare HRM as defined by Americans and by other countries. In conclusion, a position is made of which HRM is better and aspects to be included in a universal definition of this concept.
INTRODUCTION
Human Resources Management (HRM) is an American concept that emerged from the dire need to create a workforce free from conflict where employers and employees work together to achieve the same goals in the early 1980’s. In the UK it became prominent as a result of recession, globalization, technology and increased competition (Beardwell & Holden, 1994).
HRM is a concept that is diverse with the notion of hard and soft HRM; strategic and emphasizes on integration; commitment-oriented; based on the belief that people should be treated as human capital (assets); unitarist rather than pluralist, individualistic instead of collective in its approach to employee relations; the delivery of HRM is a line management responsibility and focused on business values (Armstrong 2006, Pg. 11). It is also important to note that HRM works through human resource systems that bring human resource philosophies, strategies, policies, processes, practices and programmes together in a coherent way.
However, this essay will highlight a few definitions of HRM by a few authors and will focus only on the Harvard framework developed by
ON
THE DEFINITIONAL ISSUES SURROUNDING THE DEBATE OF THE REALITY OF HUMAN RESOURCE MANAGEMENT (HRM)
ABSTRACT
This essay focuses on the definitional issues surrounding the debate on the reality of Human Resource Management (HRM). This concept is used to describe management activities or to denote a particular approach to people management.
This essay reviews a number of HRM concepts and some models of HRM put forward by various authors and some schools of thought. Originally it is an American concept that has been copied by all the countries in the globe. In an attempt to evaluate which HRM practice is better, this essay will compare HRM as defined by Americans and by other countries. In conclusion, a position is made of which HRM is better and aspects to be included in a universal definition of this concept.
INTRODUCTION
Human Resources Management (HRM) is an American concept that emerged from the dire need to create a workforce free from conflict where employers and employees work together to achieve the same goals in the early 1980’s. In the UK it became prominent as a result of recession, globalization, technology and increased competition (Beardwell & Holden, 1994).
HRM is a concept that is diverse with the notion of hard and soft HRM; strategic and emphasizes on integration; commitment-oriented; based on the belief that people should be treated as human capital (assets); unitarist rather than pluralist, individualistic instead of collective in its approach to employee relations; the delivery of HRM is a line management responsibility and focused on business values (Armstrong 2006, Pg. 11). It is also important to note that HRM works through human resource systems that bring human resource philosophies, strategies, policies, processes, practices and programmes together in a coherent way.
However, this essay will highlight a few definitions of HRM by a few authors and will focus only on the Harvard framework developed by
References: 2. Ian Beardwell et al. (2004) Human Resource Management. A contemporary Approach ( 4th Edn) Prentice Hall, UK 3. Dessler G 4. Bratton J. & Gold J. (2007) Human Resource Management. Theory and Practice (4th Edn) Palgrave Macmillan 5. Budwar P 6. Armstrong (2006) A Handbook of Human Resource Management Practice (10th Edn) Kogan Page Ltd 7. Beardwell J 1. Gabbai J. (2001). Current Human Resource Management Practices in Britain. Retrieved on http://gabbai.com/management/current-human-resource-management-practices-in-britain June, 12 2001 (Accessed 16 October, 2012)