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.
Table of Contents
1. Chapter One Introduction
2. Chapter Two History
2.1 Antecedent Theoretical Developments
2.2 Birth and Development of the Discipline
2.3 Popular Media
3. 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
4. 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
Objectives & Topics
This textbook provides a comprehensive introduction to human resource management (HRM), exploring its historical evolution, standard business practices, and its role as a strategic function within contemporary organizations. The work aims to equip engineering and management students with a foundational understanding of how to effectively manage human capital to achieve organizational success.
- Theoretical evolution of human resources from traditional personnel management
- Strategic HR functions, including staffing, training, and performance management
- Impact of information technology on HR (Virtual HR and E-Recruiting)
- Operational responsibilities and moral principles for personnel managers
Excerpt from the Book
3.1 Business Function
Dave Ulrich lists the function of HR as: Aligning HR strategy with business strategy; Re-engineering organization processes; Listening and responding to employees; Managing transformation and change.
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.
Summary of Chapters
Chapter One Introduction: Provides an overview of human resource management as a strategic approach to managing people to gain competitive advantage.
Chapter Two History: Traces the origins of the HR field from 19th-century theoretical developments to the modern professional discipline.
Chapter Three Practice: Examines the practical applications of HR, including business functions, career paths, and the integration of technology.
Chapter Four Personnel Management: Details the core functions, duties, and evolutions of personnel management over time, including theoretical approaches and the role of personnel managers.
Keywords
Human Resource Management, HRM, Personnel Management, Workforce Planning, Strategic Management, Organizational Success, Employee Relations, Staffing, Training and Development, Industrial Relations, E-Recruiting, Human Capital, Performance Appraisal, Business Strategy, Compliance.
Frequently Asked Questions
What is the fundamental purpose of this work?
This book serves as a lecture guide for students, particularly in engineering, to understand the necessity and importance of human resource management in modern organizational success.
What are the primary themes discussed in the chapters?
The text covers historical developments, operational HR practices, the role of modern technology in HR processes, and the core duties required of personnel managers.
What is the core objective of Human Resource Management as defined in the book?
The core objective is to align organizational strategies with the management of people, ensuring firms can achieve success through the effective utilization, training, and maintenance of their human capital.
Which scientific approach does the author use to analyze these topics?
The author employs an analytical review of historical research, organizational management theories, and practical business case definitions to explain the functions of HRM.
What aspects of HR are covered in the "Practice" chapter?
This chapter explores the business functions of HR, career paths, virtual human resources (including E-Recruiting and HRIS), training methodologies, and professional associations.
Which keywords best characterize this publication?
The key themes include HRM, Personnel Management, Workforce Planning, Organizational Success, Employee Relations, and Strategic Management.
What significance does the "Mechanical Approach" have in the evolution of personnel management?
It represents an early perspective where labor was treated as a factor of production similar to machines, emphasizing extreme specialization, though the book notes this philosophy is steadily changing.
How does modern technology impact traditional HR practices?
Technology, such as E-Recruiting and HRIS, allows for faster data retrieval, global reach, cost reduction, and more efficient training and onboarding processes.
What is the specific role of the "Personnel Manager" as described in the final chapter?
The personnel manager acts as a staff advisor, counselor for employee grievances, mediator between management and workers, and an official spokesperson for the organization.
How does the author distinguish between HRM and Human Resource Development (HRD)?
The text notes that some distinguish between HRM as a major management activity and HRD as a profession focused on the broader range of developmental activities within an organization.
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- Osama Mohammed Elmardi Suleiman Khayal (Autor:in), 2022, Human Resource Management. History, Practices and Personnel Management, München, GRIN Verlag, https://www.grin.com/document/1288754
