Essays on Principles of Human Resource Management Essay

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The paper “ Principles of Human Resource Management” is a   meaty example of the essay on human resources. The term human resource management (HRM) can be described as the formal systems formulated for the management of personnel within an organization. Human resource tasks are generally split into three major areas of management, which is, staffing, employee reparation, and defining work. Basically, the purpose of HRM is to optimize the output of an organization by maximizing the effectiveness of its employees. This mandate is not likely to change in any basic form, in spite of the ever-increasing rate of change in the business world.

As Gubman observed (1996) the primary mission of human resources will constantly be to merge the workforce with the business, be an excellent contributor to the business, obtain, build up, and preserve talent. These three challenges will forever stand. Business consultants are of the belief that modern human resource management is based on several overriding principles. Probably the most dominant principle being a simple recognition that human resource is the most important asset of an organization. It is virtually impossible for a business to flourish without effectively overseeing this resource.

Another vital principle, as Michael Armstrong expressed in his book, a successful business can most likely be achieved if the staff guidelines and procedures of the enterprise are closely connected with, and make a significant contribution to the accomplishment of corporate objectives and tactical plans (Gubman 1996). A third fundamental principle holds that it is the human resource's responsibility to find, guide, secure, and nurture employees whose talents and goals are attuned with the operating requirements and potential goals of the company.

Other human resource management factors that form corporate culture— whether by encouraging amalgamation and collaboration across the company, establishing quantitative performance standards, or taking any other action— are also cited as key factors in business success. HRM is a tactical approach to recruiting, nurturing motivating, and managing the organization's human resources.

References

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Burstiner, I 1988, The Small Business Handbook.. Prentice Hall, New York.

Cirilo, R & Kleiner, B H 2003, How to orient employees into new positions successfully, Management Research News, 26 (8):16 - 26

Green, P C 1999, Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies, Jossey-Bass, London.

Gubman, EL 1996, The Gauntlet is Down, Journal of Business Strategy. November-December.

Johnston, J 1996, Time to Rebuild Human Resources Business Quarterly, Winter.

Mohammed, M, Stakonsky, M & Murray, M 2004, Applying knowledge management principles to enhance cross- functional team performance. Journal of Knowledge Management. (8)3:127-142, Emerald Group Publishing Limited

Reece, B L & Rhonda, B 1993, Effective Human Relations in Organizations, Houghton Mifflin, Boston.

Roberts, G, Gary S, & Carlotta R 1993, Human Resources Management, Small Business Administration, Washington, D.C.

Rossiter, J A 1996. Human Resources: Mastering Your Small Business, Upstart Publishers, London

Solomon, C M 1993, Working smarter: How HR can help, Personnel Journal, June issue.

Stone, RJ 2009, Managing Human Resources, John Wiley & Sons, Australia

Ulrich, D 1998, Delivering Results: A New Mandate for HR Professionals, Harvard Business School Press Publishers, London.

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