Elevating Human Resource Management with practice using Armstrong’s Handbook of Principles

 

Human Resource Management (HRM) is a multidimensional subject that encompasses the strategic management of an organization's workforce, with an emphasis on optimizing employee performance in order to meet corporate goals and objectives. It entails a number of tasks, including recruitment, selection, training, development, remuneration, and employee relations, which effectively aimed at make the best use of human resources.

According the (Armstrong & Taylor, 2014) “A strategic, integrated and coherent approach to the employment development and well-being of the employees in an organization”. By other hands, it’s a strategic approach that ensures the appropriate people with the right talents are in the right positions by matching an organization's human capital with its overall goals.

Additionally, (Becker & Gerhart, 1996)underscore the importance of HRM by highlighting how it may improve organizational performance by managing human resources effectively. Through the development of a skilled and motivated staff, they contend that HRM practices play a key role in generating competitive advantage.

Maslow’s Hierarchy of Needs

According to Maslow (1943) Maslow's hierarchy of needs is a psychological theory of motivation that consists of a five-tier model of human needs that is frequently represented as levels within a pyramid (Mcleod, 2023).

Understanding this theory helps Human Resource in addressing employee’s diverse needs, from basic requirements to higher-order needs such as growth and self-actualization. Crafting benefits and develop programs aligning with these needs enhances engagement and retention.


Functions of HRM

According to (ADP, 2023) the functions of the Human Resource Management is to acquire and develop talent and enhance communication and cooperation among workforce members.

·        Job Analysis

According to (Suthar, et al., 2014) determining the knowledge and expertise necessary to perform a job properly will make simpler to choose candidates, determine reasonable wages, and develop training programs.

·        Workforce Operations

Developing health and safety guidelines, handling employee complaints, collaborating with labor unions, and other activities can assist in maintaining regulatory compliance.

·        Performance Management

Performance reviews are crucial because it's not only fosters employee growth through constructive feedback, but also act as a guide for promotions, raises and dismissals. 

·        Incentive Programs

Recognizing the victories and rewarding the top performers with bonuses and other benefits is another way of motivating employees to take responsibilities for company goals. Visit this link https://recognizeapp.com/cms/articles/benefits-of-employee-incentive-programs For more information on benefits of incentive programs in a work place.

·        Professional Development

By providing a defined learning and development strategy, investing in professional development for staff members may improve the capabilities of the existing team and attract new talent.

According to (Parsons, 2022) higher retention rate, attract better talents help staff members in keeping up-to date  with industry trends to maintain their skills. From orientation to advanced educational programs, employee training sessions to improve productivity and reduce turnover and to reduce the supervisory needs.

Responsibilities of HRM

According to (Karan, 2023) the duties assigned to HR professionals including developing and implementing initiatives that enhance workplace productivity and employee-employer relations are the key responsibilities of the Human Management Resources.

·        Find and interview qualified candidates and make selection is a key responsibility in Human Resource Managing.

·        According to (Karl & Peluchette, 2007) developing workplace policies like dress code, disciplinary actions and other types of work place protocols are some HRM responsibilities.

·        Reward must be consistent with industry norms and competitive with salaries of similar jobs in order to attract and retain talent. HR division must have a careful consideration of an employee’s years of service for the company, experience level and the academic level with skills before rewarding.

·        Compensation is not the only thing that remains talented employees at work. HR division must need to proactively address issues with workplace environments, organizational cultures and relationship between employees (Cross & Daniel, 2019).

·         Training employees will tend employees to be more productive and satisfied with their career. On the job trainings, team- building activities and ethnics educations are some training programs runs by the HR departments.

·        Safeguarding employees' private information is equally as important as their physical health when it comes to workplace safety. HR must put security measures in place and make sure that all federal, state, and union requirements are satisfied in order to reduce workers' compensation claims and data breaches.

Human Resource management helps to approaches successful talent acquisition and recruitment process, learn and develop within an organization, build a strong workforce within the company, understand of a good cultures in Human resource management, the art of employee branding, enhance technology for employee resourcing process and the key metrics in employee resourcing are some approaches that helps to focus employee to achieve a common goal were discussed in other articles.

Overall, human resource management is a critical elements of organizational success. It is essential to the recruitment, development, and retention of people as well as to foster a positive work culture that aligns with the strategic goals of an organization.

 For more updates on Human Resource Management and its functions and benefits, Look in to the below pages.

1)https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-HRM

2)https://www.investopedia.com/terms/h/humanresources.asp

3)https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf?forcedownload=1

4)https://nibmehub.com/opac-service/pdf/read/Armstrong's%20Essential%20Human%20Resource%20Management%20Practice%20_%20a%20guide%20to%20people%20managemnt.pdf

References

ADP, 2023. Human Resource Management. [Online]
Available at: https://www.adp.com/resources/articles-and-insights/articles/h/human-resource-management.aspx#:~:text=Human%20resource%20management%20is%20the,and%20development%2C%20and%20employee%20relations.
[Accessed 15 November 2023].

Armstrong , M. & Taylor, S. W., 2014. Armstrong's Hand Book of Human Resource Management Practices. 10th ed. s.l.:Kogan Page Publishers..

Becker , B. & Gerhart, B., 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. The Academy of Management Journal, 39(4), pp. 779-801.

Cross, O. & Daniel, C. O., 2019. Compensation Management and Its Impacts on Organisational Commitment. International Journal of Contemporary Applied Researches, 6(2), pp. 27-28.

Karan, 2023. Human Resource Management. [Online]
Available at: https://www.plumhq.com/blog/7-major-functions-of-a-human-resources-manager#:~:text=Hiring%2C%20training%2C%20compensation%2C%20benefits,to%20do%20their%20job%20well.
[Accessed 15 November 2023].

Karl, K. & Peluchette, J. V., 2007. The impact of workplace attire on employee self‐perceptions. Human Resource Development Quarterly, 18(3), pp. 345-360.

Mcleod, S., 2023. Maslow’s Hierarchy Of Needs. [Online]
Available at: https://www.simplypsychology.org/maslow.html
[Accessed 18 December 2023].

Parsons, L., 2022. Why is Professional Development Important?. [Online]
Available at: https://professional.dce.harvard.edu/blog/why-is-professional-development-important/
[Accessed 15 november 2023].

Suthar, B. k., Chakravarthi, T. L. & Pradhan , S., 2014. Impacts of Job Analysis on Organizational Performance: An Inquiry on Indian Public Sector Enterprises. elsevier-Procedia Economics and Finance, Volume 11, pp. 166-181.

 


Comments

  1. Shalindri Ambepitiya19 December 2023 at 10:15

    Agreed Heshana. Also HRM helps to create a displinary workforce. Employees should adhere to company policies and procedures. And also when it comes to disciplinary issues, there are procedures that needs to be followed by the organization. Redundancy & dismissal, termination, grievance handling are also parts of HRM.

    ReplyDelete
    Replies
    1. Heshana Amandi Maddumage19 December 2023 at 23:02

      Absolutely, maintaining a disciplined workforce is crucial within any organization. Human Resource Management (HRM) indeed plays a pivotal role in ensuring adherence to company policies and procedures. It's imperative for HR to oversee and implement the necessary protocols for handling disciplinary issues effectively. From managing redundancy and dismissal procedures to addressing termination and grievance handling, HRM plays a fundamental role in fostering a compliant and harmonious work environment while upholding the organization's standards.

      Delete
  2. Rehana Uvais19 December 2023 at 11:47

    I agree that compensation is not the only important element to retain employees. People must know if they are part of the company's progression and how best can they use the company's resources to improve themselves professionally. A place of work must generate growth for themselves as well as for their employees.

    ReplyDelete
    Replies
    1. Heshana Amandi Maddumage19 December 2023 at 23:02

      Absolutely, compensation is just one facet of retaining talent. Creating an environment that fosters professional development and growth is equally crucial. When employees feel connected to the company's vision and understand how their personal progression aligns with its trajectory, it cultivates a sense of purpose. A workplace should be a space not only for organizational growth but also a hub for nurturing and enhancing the skills and potential of its workforce, ensuring mutual advancement.

      Delete
  3. Nillmini Ekanayake19 December 2023 at 17:05

    Agree with you. It reflects a commitment to leveraging authoritative guidance for the development and implementation of effective HR strategies, emphasizing a practical and informed approach to elevating HRM within an organization.

    ReplyDelete
    Replies
    1. Heshana Amandi Maddumage19 December 2023 at 23:03

      Absolutely, leveraging authoritative guidance for HR strategies is pivotal for driving organizational success. Implementing informed HRM practices not only showcases a commitment to excellence but also ensures a practical and impactful approach, fostering an environment conducive to growth and development within the organization.

      Delete
  4. shri shabi20 December 2023 at 11:09

    I totally agree with you. Human Resource Management (HRM) is an important component of organizational success. It is responsible for the recruitment, development and retention of people, who are the most valuable assets of any organization. HRM plays an important role in fostering a positive work culture aligned with an organization's strategic goals. Also, companies with high employee engagement experience 23% higher profits (Siocon,2022).

    ReplyDelete
    Replies
    1. Heshana Amandi Maddumage20 December 2023 at 20:53

      True Shri. Adding to your comment. Human Resource Management (HRM) holds a pivotal role in organizational success. Its responsibilities, from recruitment to development and retention, ensure that valuable human assets are cultivated. HRM not only shapes a positive work culture but also aligns it with the company's strategic objectives. Moreover, high employee engagement, as highlighted by the 23% higher profits statistic, emphasizes the direct link between a well-managed HR function and enhanced business performance.

      Delete
  5. Bhagya Madhubhashini20 December 2023 at 21:03

    According to Michael Armstrong (1997), Human Resource Management can be defined as “a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organization's key resource – the people who work in and for it.” This technology has advanced to such an extent that automation has taken over most of the functions, and that has made the work of human resource professionals easier, faster, and more effective. Great Article

    ReplyDelete
    Replies
    1. Heshana Amandi Maddumage20 December 2023 at 22:00

      Exactly truth Bhagya. According to (Parsons, 2022) higher retention rate, attract better talents help staff members in keeping up-to date with industry trends to maintain their skills. From orientation to advanced educational programs, employee training sessions to improve productivity and reduce turnover and to reduce the supervisory needs.

      Delete

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