Key Function of Human Resource Management

Key Function of Human Resource Management

THESIS STATEMENT

“The strategies of HRM functions are the base of organizational success”.

INTRODUCTION

Background

The transformational role of HR department, in the digital age, is to add life to the HR functionality through the addition of strategic vision. The strategies of HRM department would help in improving the performance of the organization as whole. The advancements made in the digital age have transformed nearly every department as there has been an evident change in the nature of work. Due to the involvement of HRM in every aspect of organization, it has become necessary for the HR department to make changes in the strategies that are derived internally. The HR department has to induce workplace sanity by introducing new policies to make the workforce efficient (Wang, 2005).

Problem Statement

The human resource management is a business function that the management of the staff in its broader meaning. In the post-war period in the United States, the first studies on "Human Resource Management" were launched. In particular we outline two different approaches:

Some authors are of the Taylorist organization and the socio-technical and structural variables, the so-called "hard" factors

While since the 80s, other authors highlight the social dimension and the human factor as a strategic resource, thus giving importance to the "soft" factors.

Already with Fordism and the subsequent introduction of the assembly line, it is put into effect a reorganization of work within the factories, which marked a consequence, the profound changes of society. Ford put in relation to mass production with mass consumption; workers became so "consumers" of the final products and not just factor of production. Although there is no commonly accepted definition, the key point is to see the staff as a real asset in the organization (Mishra & Akman, 2010).

From this principle two basic schools of thought are divided:

The RBT (resources-based theory) sees this resource as the sole source of a unique competitive advantage, durable and non-imitable and therefore makes the management of human resources at the heart of corporate strategy.

The second school also called "soft HRM" starting from the analysis of Porter who sees the competitive advantage can only be reached by a product differentiation or a cost leadership, therefore suggests integration policies management of human resources with those of the general business strategy.

DISCUSSION

The human resource management is often misunderstood or used as a synonym for personnel management. It has been identified that differentiate human resources management from the mere direction of the staff. In general, the department of Personnel Management is viewed simply as a series of activities aiming at the definition of the employment contract. The management and staff, but concepts far more complex and wide, cover activities such as motivation, commitment and involvement of staff (Mishra & Akman, 2010).

Among many definitions, human resource management is also the potential of entering a destination or address of appropriate initiatives related to different operational purposes of the company, and also reserves the right to decide properly to the difficulties of logistics ...