A Comprehension about What Is Human Resource Management

Topics: Human resource management, Human resources, Recruitment Pages: 5 (1159 words) Published: April 25, 2014
A Comprehension about What Is Human Resource Management
As the technology and economy rising so fast in the contemporary society, managing employees is becoming a valuable knowledge. So learn to be an efficient manager is necessary. There are five basic functions that managers perform: planning, organization, staffing, leading and controlling (Dessler, 2010). First of all, planning is setting goals, establishing rules and procedures, and forecasting. In addition, organization contains distributing different work to different employees, setting work department, giving power to subordinates, and coordinating subordinates’ work. Then, Staffing roughly covers hiring and recruiting employees, setting performance standards, training, and so on. Fourth, leaders have to engage employees and urge them get the job done. In the end, controlling is to make sure getting the standard of qualities, production levels. To emphasize, human resource managers will perform the third function, staffing, so HR management a process of hiring, training, appraising, and compensating employees. What’s more, it also concentrates on the labor-capital relationship, safety and health of the labors, and fairness. Storey (1995) has defined: “human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of culture, structural and personnel techniques”( Storey as cited in Boxall and Purcell, p.3). Therefore, HR management is of great importance to every HR manager and every enterprise. Generally speaking, human resource management can be divided into 4 parts. They are recruitment and placement, training and development, compensation, and industrial relations. Firstly, recruitment and placement include job analysis personnel planning and recruiting, and employee testing and selection (Gold, 2003). The aim of the human resources planning is that demand for the number and quality of employees and the supply of human resources will be organized and coordinated effectively. The demand is from the present situation and the prediction of the operation of the company; moreover, the supply is involved in internal and external effective human resources. Internal supply is the embodiment of the reasonable target of an organization in recent years, involving both existing and potential labor force, and external supply depends on the number of exterior of a organization. It was influenced by the trend of population development, education and labor market competitiveness and so on. Before hiring, job analysis will be done. In the process, careful analysis on a staff responsibilities and job descriptions will be considered, then whether the candidates have ability to apply for this position will be determined. The most appropriate recruitment methods should be selected, according to the degree of applying. There are many ways, such as application forms, interview, test and evaluation center, to be used to select the best candidates. Generally, decisions require some auxiliary means. Secondly, training and development is focusing on training and development and performance management and appraisal. Training relates to establish what kind of training system, which employees can participate in this training and so on. There are diversity kinds of training. Performance appraisal is a kind of method to evaluate employee performance according to setting a goal; however, it has not been widely accepted. Employees are often only participating in the developing process, and the process of management is usually for department manager to finish. Quantitative results can be used to simulate the indicators; the result can be used as training to employees, or in some cases, as the basis for the award. Thirdly, The scope of this Pay and rewards and punishments is very wide, including setting the salary...

References: Blyton, P. and Turnbull, P. 1994. The dynamics of employee relations. London: Macmillan Press Ltd.
Boxall, P. and Purcell, J. 2003. Human resource management and business performance. In Boxall, P. and Purcell, J. ed(s). Strategy and human resource management. New York: Palgrave Macmillan Press.
Bratton, J. and Gold, J. 2003. Recruitment and selection. In Gold, J. ed. Human resource management: theory and practice. New York: Palgrave Macmillan Press.
Dessler, G. 2010. Introduction to human resource management. Human resource management. 11th ed. Beijing: Tsinghua University Press.
Guest, DE. 2007. Human resource management and industrial relations. Journals of management studies. 24(5), pp303-320.
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