Human Resource ManagementHuman Resource Management provides a thorough understanding of the nature and role of organisations and the management of people at work. It places a great emphasis on the global viewpoint of leadership and management of human resources, along with the social plus the moral criteria which lead to preservation of entrepreneurship, organisational frameworks plus the procedures, cooperation, education and the innovation. In this global economy every country is turning towards HR practices. Because of the multinational businesses and mergers in different countries these practices are becoming more and more common.
For the purpose of conducting a research we will refer to India and the HR practices being used. India is on the verge of becoming one of the most exciting and rising economies of this global economy. There have been traces of HRM can be found in the history and culture of India. Although there have been changes from time to time and they have incorporated many things especially as they have been involved in trading with other countries. In an article titled ‘Human resource management in India: 'where from' and 'where to? ' (Spencer, Rajah, Narayan, Mohan & Latiri 2007) it was stated that a recent survey of CEO’s of Indian companies, suggested that “Indian managerial leaders were less dependent on their personal charisma, but they emphasised logical and step by step implementation processes. ” The focus of the Indian leaders was also on ‘empowerment and accountability’ especially in the case of significant turnaround and pioneering challenges.
I have an understanding of the role of HRM for organizational success and this enhances my knowledge about human resource practices in various organizational settings.
From the first half of the module of Human Resource Management I am able to understand the role of Human Resource Management in any organization. In the following paragraphs I have discussed my understanding regarding the subject in question. Human resource management (HRM) is known as the regulations plus the activities which are concerned with carrying out the people or human resource features of a management situation – which includes the activities involving the recruitment, screening, education, rewarding, plus appraisals. The role of Human resource is to fit in or adapt to the company’s strategy.
Here HR’s strategic role is to adapt individual HR practices to fit specific corporate and competitive strategies. As two strategic planning experts have argued, “the human resources management system must be tailored to the demands of business strategy. ” Another view of HR management is that it is an equal partner in the strategic planning process. In this state the part that HR plays is not simply the adaptation of the activities to suit the tactics of the organization’s business, but also the everyday functional requirements, for instance the payment of the salaries of the workers.
Instead, the need to forge the firm’s workforce into a competitive advantage means the HR management must be an equal partner in both the formulation and the implementation of the company’s strategies. Here, for instance, HR participates in and influences decisions like AOL’s decision to merge with Time Warner. Most of these managers were more intimately involved with the implementation of strategic plans and with the recruitment and development of key staff, notably managers, than with actually formulating the firm’s strategic plans.