Essays on What Are the Aims of Human Resource Management Assignment

Download full paperFile format: .doc, available for editing

The paper "What Are the Aims of Human Resource Management" is an outstanding example of a management assignment. Human resource management (HRM) is among the important functional areas in an organization. Indeed, no organization can achieve its objectives without human resources. It is concerned with the management and effective utilization of the people skills and abilities for the benefit of the organization. People manage organizations and without them, the existence of organizations cannot be achieved. HRM entails the management of human resources which is the knowledge, skills, education, proficiency and training of organizational members (Durai 2010, p.

01-02). Human resources are distinct from other organizational resources because the production of an output that is larger than the input can be achieved by human resources alone. This is a result of the innovation and creative skills of human beings. However, in order for this to materialize, human resources must be managed effectively. HRM is used by organizational management in carrying out this function and others. HRM is an organizational function directed towards the achievement of various aims. The main aim of HRM is ensuring that a committed and competent workforce is available in the organization (Randhawa 2007, p.

07). In this era of globalization and intense competition, employees who are competent, dedicated, motivated and visionary are required if the organization is to achieve its objectives successfully. HRM exists to help an organization acquire talented, innovative and creative people in the market. In turn, these individuals use their abilities in assisting organizations realized it goals. Another aim of HRM is to ensure that human resources are utilized effectively (Kumar 2011, p. 06).

Human resources then utilized all the other resources of the organization in an effective manner. Generation of maximum development of human resources in the organization by giving employees opportunities to advance through further education and training is the objective of HRM.

References

Busch, D 2012, ‘Cultural theory and conflict management in organizations: How does theory shape our understanding of culture in practice?’ International Journal of Cross Cultural Management, vol. 12, no. 01, pp. 09-24.

Chernesky, R 2005, ‘Managing Agencies For Multicultural Services’, in EP Congress & Gonzalez MJ (eds), Multicultural Perspectives in Working with Families, 2nd edn, Springer, New York.

Durai, P 2010, Human resource management, Pearson, Chennai.

Kumar, R 2011, Human resource management: Strategic analysis text and cases, I.K. International, New Delhi.

Montoro-Sánchez, Á & Ribeiro Soriano, D 2011, ‘Human resource management and corporate entrepreneurship’, International Journal of Manpower, vol. 32, no. 01, pp. 6-13.

Randhawa, G 2007, Human resource management, Atlantic Publishers, New Delhi.

Shen, J, Chanda, A, D'Netto, B & Monga, M 2009, ‘Managing diversity through human resource management: An international perspective and conceptual framework’, The International Journal of Human Resource Management, vol. 20, no. 02, pp. 235-251.

White, R. D 1999, ‘Managing the diverse organization: the imperative for a new multicultural paradigm’, Public Administration & Management: An Interactive Journal, vol. 04, no. 04, pp. 469-493.

Download full paperFile format: .doc, available for editing
Contact Us