The paper 'Understanding Human Resource Management ' is a great example of a Management Assignment. HRM can be defined as a function within an organization that will focus on recruitment, management, and providing direction to employees working in the organization. In many companies, these functions are under one department, and this department will deal with issues such as compensation, organization development, employee motivation, communication, administration, management, and administration. in other words, HRM can be defined as a strategic and comprehensive approach to managing employees and the workplace culture and environment in the organization.
When different functions of HRM are effective in an organization, the employees in the organization are able to contribute effectively to the goals and objectives of the organization. The paper 'Understanding Human Resource Management ' is a great example of a Management Assignment. In tradition, Human Resource Management (HRM) has some features of bureaucracy, and in a few years ago bureaucracy was perfected and as a result of many years of trial and error evolution in many organizations. Currently, bureaucracies are seen as inefficient, slow and generally bad if it is implemented in any organization, but during Weber’ s time, these characteristics of bureaucracies were seen as efficient machines that were enabling an organization to accomplish its goals and objective because it promoted equality and fairness of opportunity into the organization.
According to Weber, many organization is similar in HRM, each was bureaucracy, but nowadays bureaucracy is regarded as a dirty word, inefficiency, and officiousness, and it was a way of subduing employees to the rule of reason to make it possible for the organization to do business according to calculable rules.
Philip Selznick (1948, 1957), criticizes Max Weber's theory, which could not be compared to machines because human beings were involved, and people will not imitate machines. In any organization, decentralization has called for changes the way human resources are organized in organizations. In decentralized Human Resource Management (HRM) as distinct from a centrally directed model on its own have several features. First, the function of HRM will be clearly defined to employees in the organization, what is expected of the employees in the organization, and managers in the organization can adapt to the objectives that are laid down to reflect what needs to be done in the organization without inefficient gaps.
Second, the organization can allocate employees across functions as needed. This requires that managers in the organization have the autonomy that will enable them to influence the local establishment as well as having the power to deploy different employees across the different departments in the organization. Through the decentralization of HRM, the organization will be able to attract and retain qualified employees; also, it will be possible to build a team that is diverse in skills.
This will be achieved if the organization has the capacity to offer: competitive pay, career opportunities, and other incentives. Third, departments in the organization are able to be flexible in managing their resources. Fourth, the departments are able to hold employees accountable for their performance in the organization, but this will be realized if proper supervision and monitoring of employees is put in place, also if the department has the capacity to punish deficient performance through disciplinary measures or dismissals.
Torrington, Derek and Taylor, Stephen. Human Resource Management. London: Prentice Hall
Publisher, 2008. Print.