what is human resource management?

Question

in relation to recruitment andemployee welfare

Answer 1

Personnel, not personell!

Answer 2

HRM is an approach to recruitment and employee welfare. In some organisations, this could be a "soft" approach where employees are considered the most important asset in the organisation and where the approach is to nurture, develop, retain and reward staff. However, the approach can also be "hard" where staff are seen as just like any other resource, eg, to be deployed where and where they are needed, depending on what the business is trying to achieve.

A good author is Michael Armstrong. You could google search. Hope this helps.

Answer 3

Human resource development in relation to recruitment and selection
In terms of recruitment and selection it is important to consider carrying out a thorough job analysis to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. At this point it is important to consider both the internal and external factors that can have an impact on the recruitment of employees. The external factors are those out-with the powers of the organisation and include issues such as current and future trends of the labour market e.g. skills, education level, government investment into industries etc. On the other hand internal influences are easier to control, predict and monitor, for example management styles or even the organisational culture.

In order to know the business environment in which any organisation operates, three major trends should be considered:

Demographics – the characteristics of a population/workforce, for example age, gender or social class. This type of trend may have an effect in relation to pension offerings, insurance packages etc.
Diversity – the variation within the population/workplace. Changes in society now mean that a larger proportion of organisations are made up of female employees in comparison to thirty years ago. Also over recent years organisations have become more culturally diverse and have increased the number of working patterns (part-time, casual, seasonal positions) to cope with the changes in both society and the global market. It is important to note here that an organisation must consider the ethic and legal implications of their decisions in relation to the HRM policies they enact to protect employees. Employers have to be acutely aware of the rise in discrimination, unfair dismissal and sexual/racial harassment cases in recent years and the detrimental effects this can have on the employees and the organisation. Anti-discrimination legislation over the past 30 years has provided a foundation for an increasing interest in diversity at work which is “about creating a working culture that seeks respects and values difference.”
Skills and qualifications – as industries move from manual to a more managerial professions so does the need for more highly skilled graduates. If the market is ‘tight’ i.e. not enough staff for the jobs, employers will have to compete for employees by offering financial rewards, community investment etc.
In regards to how individuals respond to the changes in a labour market the following should be understood:

Geographical spread – how far is the job from the individual? The distance to travel to work should be in line with the pay offered by the organisation and the transportation and infrastructure of the area will also be an influencing factor in deciding who will apply for a post.
Occupational structure – the norms and values of the different careers within an organisation. Mahoney 1989 developed 3 different types of occupational structure namely craft (loyalty to the profession), organisation career (promotion through the firm) and unstructured (lower/unskilled workers who work when needed).
Generational difference –different age categories of employees have certain characteristics, for example their behaviour and their expectations of the organisation.
Recruitment methods are wide and varied, it is important that the job is described correctly and any personal specifications stated. Job recruitment methods can be through job centres, employment agencies/consultants, headhunting, and local/national newspapers. It is important that the correct media is chosen to ensure an appropriate response to the advertised post.

Answer 4

HRM is a wide term including- recruiting, selecting, paying,the employees.It includes man power planning, pay- scale for different posts,variuos grants to workers like gratuity, PF, group insurance, any damages, etc.It plays a big role in maintaing cordial relations within people,it may be employer-employee,employer-employer(outsider) or among employees itself.So it can include processes from recruitment to retirement.

Answer 5

Its the name of a person who is in the Human Resource Department of a company.. and they mainly sort out Recruitment and things like sick leave, salary rises etc... :)

Answer 6

HRM is the one but you need to instill patience in yourself. It's a necessary quality. Hotel Management is OK but tends to be a job where you are waiting for an existing manager to retire or die. Also it's a 24 hour a day job, even if you're not on duty, you're still responsible.

Answer 7

It used to be called personnel management.

Answer 8

a made up middle management position we dint really need

Answer 9

Nice way to make a few quid.

Answer 10

its just another name for a personell maneger