Human Resource Management: A brief synopsis

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Human Resource Management: A brief synopsis

Human Resource Management (HRM) can be defined as an established key function that caters to the most valuable asset of an organisation; its human capital otherwise known as its People. HRM can be dated back to the 18th century and it continues to prevail today; necessitating its strong intervention in an era where globalisation, changing market trends and regulatory factors are at its peak (Guest, 1997; Griffin, 2006). HRM processes contain but are not limited to recruitment, retention, training, continuous development, performance management, talent management, employee remuneration and benefits management (compensation and incentives), including employee relations (Juneja, n.d.). Likewise, HRM specialists are responsible to influence and motivate employees/key talents in order to drive for optimal levels of organisational success; as human knowledge, skills and competencies are crucial elements required to sustain Businesses (Becker & Gerhart, 1996).
From the perspective of innovation and creativity, HRM plays a significant role in ensuring that the right talents are hired and retained for the purpose of attaining an organisation’s strategic goals and ensuring that the competitive advantage of its Business is preserved (Schuler, Jackson & Tarique, 2011). In terms of filling an existing gap (knowledge or skills) within an organisational unit, HRM commences its procedure by first evaluating internal candidates before resorting to external recruitment; this approach can be considered constructive as it values the existing talents of the entity and is cost-effective in nature (Cappelli, 2008).
Watch this space for the next blog/post on future potential HRM applications.


Taking into consideration the ever changing demands of the external environment, it can be postulated that HRM is one of the most important segment in an organisation that undertakes the responsibility of hiring and maintaining high performing, potential employees who are valuable and capable of steering the organisation’s corporate strategy.

References

Becker, B. and Gerhart, B., 1996. The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), pp.779-801.
Cappelli, P., 2008. Talent management for the twenty-first century. Harvard business review, 86(3), pp.1-9.
Griffin, R.W., 2006. Student achievement series: Principles of management. Cengage Learning.
Guest, D.E., 1997. Human resource management and performance: a review and research agenda. International journal of human resource management, 8(3), pp.263-276.
Juneja, P. (n.d.). Management Study Guide, accessed 1 April 2019 <https://www.managementstudyguide.com/processes-in-human-resource-management.htm>

Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), pp.506-516.

 

 

 



Comments

  1. kanchana dissanayakaApril 2, 2019 at 6:54 PM

    Valuble blog ...congratz

    ReplyDelete
  2. Naz Journals April 3, 2019 at 1:05 AM

    I agree with most of your opinions but, when job is vacant internal recruitment is ideal if dont find potential candidate as a hr manager he should for see the requirement and train some body can take the challenge in appropriate time. That will enhance motivation among employees .

    ReplyDelete
    Replies
    1. Madhawa RatnayakeApril 3, 2019 at 8:44 AM

      Thanks for the comment!

      I do agree as an HR manager he should always foresee the requirement and train someone or discuss with other departments heads to train internal employees in advance to take the challenges at the right time.

      As an operations manager, I used to train my staff to be able to handle any job at a given point.

      You’re all the points are correct of training an internal employee can beneficiary in many ways such as motivating, encouraging existing employees and cost-effectiveness for an organization. But then there are certain cases that even I had to hire some external employees to get our job done. That’s because, it is not only an HR Manager Or any departments heads responsibility, even though we try our best to train them, it is their responsibility too to show some interest and willingness of learning new areas of work.

      And moreover, these points will be covered in my upcoming post “Talent Management”

      Delete
  3. Apsara WickramarathneApril 3, 2019 at 6:49 AM

    Good article with Important information regarding the HR recruiment process

    ReplyDelete
  4. NiyomalApril 5, 2019 at 11:08 PM

    well organized article and gives a quick overview what is HRM and how critical is in an organization. keep up the good work

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    Visit : https://niyosmba.blogspot.com/2019/04/evaluation-of-human-resource-management.html
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    ReplyDelete
  5. Chayathri PereraApril 14, 2019 at 9:14 AM

    Well explained article Madawa. Actually yes I believe the most valuable asset is existing employees. But yes some times organizations need new talents to achieve targets or address some serious issues arise.

    ReplyDelete
  6. Sanjeewani AdikariApril 14, 2019 at 9:14 PM

    HRM is indeed the arm of any organization that decides talent management. It not only ensures the right people are hired and retained but also assures that the right people are hired, placed on the right job at the right time. So that they will ultimately retain within the organization and excel in the career ladder. Worthy article on how employees directs companies to achieve competitive advantage.

    ReplyDelete
  7. Razi JalaldeenApril 19, 2019 at 4:50 AM

    Good review. It is much better if you can add references to the key points or claims such definition

    ReplyDelete
    Replies
    1. Madhawa RatnayakeApril 19, 2019 at 11:22 AM

      Dear Dr. Razi, I have included in-text citations as well as a reference list, concerning the works i had referred to. Should I be adding more?

      Delete
  8. SudarshanaJune 10, 2019 at 1:27 AM

    Comprehensive summary into the HRM. Good work Madawa

    ReplyDelete

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