HRM Approach to Managing Employment Relations

Human Resource Management Approach to Managing the Employment Relationship

Human Resource Management Approach to Managing the Employment Relationship

Introduction:

The human relations management theory traces back to the Human Relations Movement, which aimed at bringing changes in the organizational development. A number of researches were conducted during the Human Relations Movement in the field of organizational development that studied that behavior and attitude of individuals in the group situation, especially in workplace groups. The movement originated in 1930's Hawthorne Studies, which examined the impact of various factors on factory productivity. The factors studied by the researchers included employee satisfaction, motivation and social relations.

Discussion:

Details of the HRM movement and insight of the theory:

The movement mainly viewed employees from a psychological point of view, and saw them as psychological beings that had to fit in the company environment. This theory differed from others that viewed human beings as mere interchangeable parts, which have to be there for running an organization (Mathis and Jackson, 2004, Pp: 521). Thus, the discipline of Human Resource Management emerged that aimed at making full use of the human resource while considering their psychological needs and addressing them in a more humanly and irrational manner, instead of considering them as mere working machines.

The real life example of Human Resource Management can be observed in different banks operating Worldwide. Barclay's Bank is one such example, where the working environment is sober, and the workers are wearing a uniform or to following the same rules the World over. The bank's environment varies from one country to another (with certain permanent factors, of course), and there are certain relaxations provided to the employees to get things done in their own way, as far as these are not deviating from the general code of conduct. This shows that the policies have taken psychological side of employees into consideration, and are organizations are providing their employees with certain liberties, so that they do not feel too restricted, and help them in getting the feeling of belongingness with the organization (Bratton and Gold, 2003, Pp: 152).

Practice of Human Resource Management; managing employment relations:

The Business Function of Human Resource Management:

The industry expert Dave Ulrich has divided the mission and aim of human resource management into four steps, thus simplifying the complicated procedure. He has also mentioned the various individuals required to carry out the tasks, according to status and post allotted to them:

1.It aligns the human resource, as well as the business strategy, performed by the strategic partners in the business.

2.It involves the re-engineering of the organizational processes, which is done by the regulatory experts.

3.It's about listening to employees and responding their needs, demands and queries, and the function is performed by the employer champion.

4.It includes management of the changes and the transformations that are taking place at various fronts, and the change agent is responsible for all such managements.

In addition to the above mentioned functions, the human resource management involves managing the whole employment lifecycle of all ...