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波士顿assignment代写 Growth Of Interest Within Organizations Today Commerce Essay

波士顿assignment代写 Commerce Essay Commerce Assignment 美国作业代写

 

This assessment consists of two parts. Part A will illustrate what is Human Resource Management, its current models used along with the theories that underpin the practice. It will then further explain what does Human Resource Management consists of and how different it is from Personnel Management.

Part B will discuss on how managers can account for the growth of interest in Human Resource Management within organisations today and what factors are central to its continued appeal within such organisations and why?

The aim of this research is to:-

Understand what is HRM, and what does it consists of.

Identify the current models used in HRM and the theory that underpins the practice

Understand the difference between HRM and personnel management.

Determine the factors that promote the growth of HRM in an organization.

此评估由两部分组成。A部分将说明什么是人力资源管理,其目前的模型使用的理论,巩固实践。然后,它将进一步解释什么是人力资源管理,以及如何不同的是从人事管理。
第二部分将讨论如何管理人员可以解释的增长,在今天的组织内的人力资源管理的兴趣和什么因素是中央在这样的组织内的持续吸引力,为什么?
本研究的目的是:—
了解什么是人力资源管理,它是由什么组成的。
确定当前的模型在人力资源管理和基础理论的实践
了解人力资源管理和人事管理的区别。
确定促进组织中人力资源管理增长的因素。

 

Part A: Human Resource Management

Definition of Human Resource Management

Human Resource Management (HRM) is an approach to manage the most valuable asset of the company which is the human workforce that individually or collaboratively contributes their ideas and physical efforts to an organization (Armstrong, 2008). Storey (1995) described HRM as ‘a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.’ Beer et al, (1984) states that ‘all management decisions and actions that affect the nature of the relationship between the organization and its employees – its human resources.’

Models of Human Resource Management

2.2.1 The matching model of HRM

The matching model of HRM which was one of the first explicit statements of HRM made by the Michigan School, Fombrun, Tichy & Devanna (1984). They held that HR systems and an organization structure should be managed in a way that is corresponding with organizational strategy. They further explained that there is a human resource cycle, which consist of four generic processes or functions that are performed in all organisations. These are:

Selection – matching available HR to jobs

Appraisal – performance management

Rewards – reward short as well as long-term achievements

Development – developing high-quality employees.

Figure 2.1 The human resource cycle

Source: Fombrun, Tichy and Devanna, 1984

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