What is the Human Resources Management (II)

Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being: "a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled."

While Miller (1987) suggests that HRM relates to: "... those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage."

Source: Wikipedia, The Free Encyclopedia

Related Post(s):
1. What is the Human Resources Management (I)
2. What is the Human Resources Management (II)
3. What is the Human Resources Management (III)
4. What is the Human Resources Management (IV)
5. What is the Human Resources Management (V)
6. What is the Human Resources Management (VI)
7. What is the Human Resources Management (VII)