The textbook presents a brief outline of human resource management. The study has been taken from the point of view of introduction, history, practice, and essential features in personnel management. Personnel management also known as human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets are the people working there whom individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Personnel management is defined as an administrative specialization that focuses on hiring and developing employees to become more valuable to the company. It is sometimes considered a sub-category of human resources that only focuses on administration. The overall purpose of human resources (HR) is to ensure that the organization is able to achieve success through people. HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in finding, recruiting, selecting, training, and developing employees, as well as maintaining employee relations or benefits. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations, and reward programs. Employee relations deals with the concerns of employees when policies are broken, such as cases involving harassment or discrimination. Managing employee benefits includes developing compensation structures, parental leave programs, discounts, and other benefits for employees. On the other side of the field are HR generalists or business partners. These HR professionals could work in all areas or be labor relations representatives working with unionized employees.
At a glance
- Addresses HR practice in relation to the Fair Labor Standards Act of 1938
- 64 sources in the bibliography
Table of Contents
1. Dedication
2. Preface
3. Table of Contents
Chapter One Introduction
Chapter Two History
2.1 Antecedent Theoretical Developments
2.2 Birth and Development of the Discipline
2.3 Popular Media
Chapter Three Practice
3.1 Business Function
3.2 Careers
3.3 Virtual Human Resources
3.3.1 Electronic Recruiting (E-Recruiting)
3.3.2 Human Resources Information Systems
3.3.3 Training
3.3.4 Education
3.3.5 Professional Associations
Chapter Four Personnel Management
4.1 Functions
4.2 Features
4.3 Academic Theory
4.4 Business practice
4.5 Careers and Education
4.6 Professional Organizations
4.7 Functions
4.8 The Evolvement of Personnel Management Over Time
4.8.1 Mechanical Approach towards Personnel
4.8.2 Paternalism
4.8.3 Social System Approach
4.8.4 Newer Approaches to Personnel Management
4.9 Personnel Management Duties
4.10 Functions and Objectives of Personnel Management
4.11 The Steps involved in Process of Personnel Management
4.12 The Popular and Practice oriented Principles of Personnel Management
4.13 The Role and Operative Functions of Personnel Managers
4.13.1 Assistance to Top Management
4.13.2 Staff Advisor
4.13.3 Counsellor to Personnel Manager
4.13.4 Mediator between Top Management and Workers
4.13.5 Spokesperson and Representative of Organization
4. Author Biography
Objectives and Topics
These lecture notes introduce human resource management and personnel management, explaining their historical development, principal functions and practical applications. The work is presented as an introductory textbook rather than as a study organized around an explicit research question.
- The origins and development of human resource management
- Recruitment, training, compensation and employee relations
- HR careers, education and professional associations
- Digital recruitment and human resources information systems
- Personnel management theories, principles and managerial responsibilities
Excerpt from the Book
3.1 Business Function
At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR also ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security. Based on the geographic location, various laws may apply. In federal jurisdictions, there may be several federal laws that are crucial for HR managers to be familiar with in order to protect both their company and its employees. In the United States of America, important federal laws and regulations include the Fair Labor Standards Act of 1938, which includes establishing a minimum wage and protecting the right for certain workers to earn overtime. The 1964 Federal Civil Rights Law protects against discrimination and prohibits making any hiring or firing decision based on race, age, sex, and gender. The Family and Medical Leave Act gives eligible employees up to twelve weeks of unpaid leave for family and medical reasons. Ensuring the company is compliant with all laws and regulations is an important aspect of HR and will protect the company from any sort of legal liability [27]. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employee's representatives (usually a labor union). Consequently, HR, usually through representatives, engages in lobbying efforts with governmental agencies (e.g., in the United States, the United States Department of Labor and the National Labor Relations Board) to further its priorities.
Human resource management has four basic functions: staffing, training and development, motivation, and maintenance. Staffing is the recruitment and selection of potential employees done through interviewing, applications, networking, etc. There are two main factors to staffing: attracting talented recruits that meet the organization's requirements and hiring resources. HR Managers must create detailed recruitment strategies and have a plan of action to put forward when recruiting. Next, managers can put strategies into place through hiring resources, by extending out to find the best possible recruits for the team. Recruiting is very competitive since every company wants the best candidates [28]. Using tactics such as mass media can grab the attention of prospective recruits [28]. Training and development is the next step and involves a continuous process of training and developing competent and adapted employees. Here, motivation is seen as key to keeping employees highly productive. This includes employee benefits, performance appraisals, and rewards. Employee benefits, appraisals, and rewards are all encouragements to bring forward the best employees. The last function, maintenance, involves keeping the employees' commitment and loyalty to the organization. Managing for employee retention involves strategic actions to keep employees motivated and focused so they elect to remain employed and fully productive for the benefit of the organization [29]. Some businesses globalize and form teams that are more diverse. HR departments have the role of making sure that these teams can function and that people can communicate across cultures and across borders. The discipline may also engage in mobility management, especially for expatriates; and it is frequently involved in the merger and acquisition process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk [30] .
Chapter Summaries
Introduction: Defines human resource management and outlines its strategic role, core activities and changing organizational responsibilities.
History: Traces theoretical influences and the development of the discipline, then considers portrayals of HR in popular media.
Practice: Describes HR business functions and careers, as well as electronic recruitment, information systems, training, education and professional associations.
Personnel Management: Discusses personnel management functions, academic theory and professional practice. It also outlines historical approaches, personnel duties, management principles and the roles of personnel managers.
Keywords
human resource management, personnel management, workforce planning, recruitment, employee development, employee relations, compensation, performance appraisal, electronic recruiting, human resources information systems, organizational strategy, personnel managers
Frequently Asked Questions
What is this work about?
It is an introductory set of lecture notes on human resource management and personnel management.
What are its main subject areas?
It covers the history of HR, organizational practice, HR careers and technology, and the functions and principles of personnel management.
What is the primary objective?
The textbook aims to provide a brief outline of human resource management. It does not state a formal research question.
What scientific method does the author use?
The work presents a descriptive overview drawing on published sources; it does not describe an original empirical research method.
What does the main body cover?
The main chapters examine the development of HR, its business functions and professional practice, and approaches to personnel management.
Which keywords characterize the work?
Key terms include human resource management, personnel management, recruitment, employee development, compensation and HR information systems.
How does the book address digital HR?
It discusses electronic recruiting, human resources information systems and the use of technology in training.
Which approaches to personnel management are described?
The book describes mechanical, paternalistic and social system approaches, as well as newer approaches to personnel management.
Who is the intended audience?
The dedication identifies undergraduate engineering students, including those studying mechanical, production, electrical and civil engineering.
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- Osama Mohammed Elmardi Suleiman Khayal (Author), 2022, Human Resource Management. History, Practices and Personnel Management, Munich, GRIN Verlag, https://www.grin.com/document/1288754
