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Introduction of HRM
Human Resources Management (HRM) is based on ideas and techniques developed to increase worker motivation, productivity and performance.HRM is the task within the organisation that focuses on recruitment of management. Human Resource Management is the organization function that deals with issues related people such as reward hiring, performance, management, organizational development motivation, administration and training.
The efficiency and performance of staff, and their commitment to the objectives of the organization, are fostered by good human relationships at work. This demands that proper interest be given to human resource management and people work well together.. The manager needs to understand the importance of good managerial practices and how to make the best use of people. The promotion of good human relations is an important skill of the process of management and improved organisational performance. However the activities of management are identified, and whatever the nature of organizational process, an essential part of the process of management is that proper attention be given to the efficient use of resources, in particular human resources. The human part plays a major part in the overall success of the organization. There must be effective management of human resources.
They move away from a basic view of HRM to one which clearly takes in to the account the external arrangement of the organization to its outside environment and the internal arrangement of its human resource strategies and policies. These systems approaches also begin to highlight the value of the organisation.
The three approaches detail as below.
The policies and practices which govern
how people are managed and developed
Human resource management
A strategic and logical approach to the
Management of an organization's most
valued assets - the people working there
who individually and collectively contribute to the achievement of its objectives
Human capital management
'An approach to obtaining, analysing and
reporting on data which informs the direction
of value-adding people management
strategic investment and operational decisions
at corporate level and at the level of
front line management
'Personnel management is concerned with
obtaining, organizing and motivating the
Human resources required by the enterprise.'
MAIN THREE APPROACHES
Purpose-In this approach basically it's based on the purpose of the business which means "what business are we in? In HRM strategy change according to the business also internal and external environment change based on that.
Relationship-Also relationship .that means how managing problems among the people in the organisation.
Structures-Divide the work force and the responsibilities within the organization suit for the organization. Correct person to correct place.
Rewards-reward people for get motivated
Leadership-needs to be leading somebody to works get it done properly.
In this approach the main key is organizational processes.HRM strategy and approaches based on that. and also external environment, employees .tangible assets and Technology.
This model provides a structure for the analysis of complex HRM strategy that can engage difficulty. That is based on people as well as organizational structure, culture, environment and organization outcomes.
In NHS human resource management helpful for activities supported to achieve in business goals and objectives by increasing organisational performance. They are
1. Employee relations - Welfare
2. Resourcing - Recruitment selection methods and decisions
3. Reward System- Salaries, Incentives, Pension and Benefits
Those system approaches can be use for any organization in varies occasions and it's been used during the organization's strategic management process to scan the internal and external environments and produce a model that identifies important environmental influsences.That model can be checked for external alignment of the organization's HRM policies and practices.
NHS HR Management
Human resource (HR) management (personnel management) includes the overall responsibility for recruitment, selection, appraisal, staff development and training, understanding and implementing employment legislation and welfare.
HR managers may have responsibility for workforce planning or work for one or more directorates (e.g. surgery, day care or accident and emergency) where they will provide HR support and advice to the general manager responsible for that directorate. This might involve advising on the redeployment of staff from a ward that is closing or advertising strategies for the recruitment of new staff. HR managers may have a responsibility for a particular group of staff such as all medical staff working within an NHS trust.
Some senior HR managers (e.g. assistant directors of HR) will have broad areas of responsibility, such as operations or training, development and recruitment, and implementing national initiatives.
There are a variety of job roles and job titles in this area of management. Here are some examples of job roles.
In NHS HR management Which identifies within three approaches they based on BEER approach.