This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above.
Legge distinguish between human resource management focused on achieving material results HR hard and one who is interested in the creation of conditions necessary to obtain these results HR software.
Here the role of a line manager is very important as well as the need to have established supporting processes for the initiative. Compensation forms such as bonuses, commissions and profit sharing plans are incentives designed to encourage employees to produce results beyond normal expectation.
Competitive imperatives influencing the compensation are: Therefore the key actions of SHRM manager are to identify main HR areas where strategies could be implemented in the long run in order to improve overall employee motivation and productivity. Employee loyalty can be divided into active and passive loyalty.
All these issues play an important role in any HR departments efforts to obtain, maintain and retain an effective work force. A good HR strategy is the one that achieves what it sets to achieve and is satisfying business needs as well as employees.
The term diversity management indicates the implementation of strategies or policies to knit a network of varied individuals together into a dynamic work force. The conceptions of both internal and external rewards are highly valued by organisations and its employees. Different authors have suggested the positive relationship, size and the implementation of innovative ideas in human resource practice as a result to economic of scale Baldridge and Brunham, and Moch and Morse, Time From Submission to Publication: In strategic human resource management, human resources department plays a key role and has a strong influence in strategic decisions at the organizational level.
They suggest that strategic management is responsible for implementing internal marketing, because this indicates to employees the level of organizational commitment to internal marketing.
These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. Every organization structured through applying a proper plan is a combination of various efforts.
In addition to these, managers have to observe legal formalities that offer physical as well as financial security to employees. Thus, it is required, and should be considered into the HRM process too.
The first step is the setting of performance objectives that are quantifiable, easy to measure and simple to communicate throughout the organisation Dransfield, These kind of barriers may occur when not enough attention is being paid to practical implementation problems.
Vertical fit integration — integrating business and HR strategies.
Practice has proved what sets professionals in their work, namely that the success of an organization lies in its people. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.
In turn, human resources management has evolved considerably. According to Argenti, the goals of internal communications in order of their importance are: The main idea behind all that, however, is that there is a gap between what the strategy says and what actually happens to it in practice.
This covers the fields of staffing hiring peopleretention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities.
Is focused on aligning human resources management at general business strategy, creating high-performance work systems and adding value through better management of people so that they sustain competitive advantage.
After that, the process of performance appraisal should take place Bredin, E-HR aims to keep information available to employees and managers at anywhere at any time.
In the 21st century organizations, the HR manager or the people manager is no longer seen as someone who takes care of the activities described in the traditional way.
The management professionals and employees might undergo through the anxiety and other issues during recession and economic downturn, so organization must make plan for economic crisis. Through this article we want to conclude that at the moment it is absolutely necessary strategic approach to human resource management to allow straightening organization to obtain a competitive advantage over other competitors in the field.
The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions – the staffing which is the personnel management or human resource management (HRM) function.
Information about the open-access article 'NEW APPROACHES OF THE CONCEPTS OF HUMAN RESOURCES, HUMAN RESOURCE MANAGEMENT AND STRATEGIC HUMAN RESOURCE MANAGEMENT' in DOAJ. DOAJ is an online directory that indexes and provides access to quality open access, peer-reviewed journals. We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts.
Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices. communications, human resource management and marketing), is grounded in a relationship marketing theory and does not rely solely on traditional marketing concepts and tools.
The term `human resources' at the macro level spells out the total sum of all the components possessed by all the people, where as the term `personnel' even at the macro level is limited to all the employees of an organisation. Definition of International Human Resource Management (IHRM) What is IHRM?
Actually, it is not easy to provide a precise definition of international human resource management (IHRM) because the responsibility of an HR manger in a multinational corporation (MNC) varies from one firm to another.Literature review of marketing management concepts and human resource management