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Human Resource Management (HRM)


            Every day we go to work and we will cross path with someone.
             who works for Human Resources or if we walk pass the HR office. We get a bit nervous.
             especially if we get a call from HR. Don't you ever wonder, what they really do, what.
             goes on in HR office or what is HRM or Human Resources Management. Yes, we.
             all know they fire and hire people but do we really know the functions of.
             HRM?.
             Bakke (1996) wrote that; "The general type of activity in any.
             function of management.is to use resources effectively for an.
             organizational objective.The function which is related to the.
             understanding ,maintenance, development, effective employment, and.
             integration of the potential in the resource of 'people' I shall call.
             simply human resources function.".
             So, what is HRM? According to Heathfield, Human Resource.
             Management (HRM) is the function within an organization that focuses on.
             recruitment of, management of, and providing direction for the people who.
             work in the organization.
             Most pundits claim that HR will be more effective in case of.
             appropriate integration with specific organizational and environmental.
             context, (Purcell and Boxall, 2000). Individuals such as Ferna┬┤ndez &.
             Sa┬┤nchez (2005) are said to have grouped the contingency relationship under.
             three generic categories namely: strategic, environmental and organization.
             variable. Furthermore, they pointed out best HR practices that will best.
             fit the business strategy and would yield increased organization.
             performance (Niniger, 1980). Organizational variable like size, structure,.
             technology, (Jones, 1984) internal political relationships (Pfeffer and.
             Cohen, 1984) and environmental variables like labor, technological change,.
             competition and macro-economics (Kanter, 1983,) all the above mentioned.
             people have made an impact on organizational strategy in HR.
             .
             This shows that resource, capabilities and behavioral theory view of.
             the business foster the development and improvement of contingency models.


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