What is the Human Resources Management (III)

The goal of human resource management (HRM) is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).

The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial relations, industrial engineering, sociology, economics, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management or in Human Resources and Industrial Relations.

One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function: Strategic Business Partner, Change Management, Employee Champion, and Administration. However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.

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)