02. Understanding Definitions and Evaluations

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The process of hiring, training, and supervising personnel inside a company is known as human resource management. Human resources is a common definition of HRM. The Human Resources department of a corporation or organization is typically in charge of shaping employees into certain shapes and managing the rules and policies that establish productive working relationships. Human resource management was a word from the past. Because management thought has evolved so quickly, it is currently characterized very differently. Here are a few definitions of HRM, both current and historical.

                                             


  • A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using a range of cultural, structural and personnel techniques.(Storey, 1995, p. 5)
  • A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using a range of cultural, structural and personnel techniques.(Storey, 1995, p. 5)
  • A managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy.(Buchanan & Huczynski, 2004, p. 679)
  • The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.(Dessler, 2020)
From a traditional perspective: Human resource management was historically seen as a primarily administrative function dealing with routine tasks such as payroll, benefits administration, and compliance. This perspective focused on the personnel aspects of managing employees rather than a strategic and holistic approach to human capital.

New Definition: Psychologists like Carol Dweck introduced the concept of a growth mindset, emphasizing the belief that individuals can develop their abilities through dedication and hard work. In HRM, this translates into a focus on talent development, continuous learning, and fostering a culture that embraces challenges and learning opportunities.


Evaluation of human resource management.

Elton mayo

                                                         

The management system that was formerly used to manage personnel, personal management, gave rise to human resource management. Understanding the assessment of one's own management involves looking back hundreds of years at the work of renowned psychologists who studied human behavior and how it responds to specific circumstances. Among them was Australian psychologist Elton Mayo, who conducted numerous studies on human behavior in various contexts in 1924. He was considered the father of human resource management because he firmly believed that a work-life balance would improve employee activity and that a strong emphasis on interpersonal relationships would increase worker productivity.

Rober owen

Retracing our steps, we can see that Robert Owen was the pioneer in the use of forms for workers in his Lanark cotton mills, and he is often credited with creating and evaluating personal management.

 "He created a principal of 8 hours day work, 8 hours rest and 8 hours sleep"

Owen recognized the significance of the state of data work at the workplace and its effect on employees' efficiency and production. Following the introduction of meta-labor in the workplace, Owen saw an improvement in his employees' production due to their enhanced efficiency. Employers back then adopted a lot of social and welfare programs, which made their workforce happier, more driven, and more productive. He was therefore favored in terms of both people and management.

According to an amazing human resources article, it is thought that the first person and management department started at the National Cash Register Company in the early 1900s. Following the 7th strikes and employee lockouts, leader John Patterson established a personal department to handle grievances, discharges, and safety, as well as providing supervisors with training on new laws and practices.

One of the most important aspects of corporate success is evaluating human resource management (HRM), which helps determine how well HR practices contribute to overall objectives. Analyzing various HR operations is part of the evaluation process, which aims to pinpoint areas for growth as well as strengths and flaws. This is a thorough assessment of human resource management.


RESOURCES:

Human resource management - what is HRM? - definitions - functions - objectives - importance - evolution of HRM from Personnel Management (no date) Whatishumanresource.com. Available at: https://www.whatishumanresource.com/human-resource-management (Accessed: 19 November 2023).


Barney, N., Chai, W. and Sutner, S. (2023b) What is Human Resource Management (HRM)?: Definition from TechTarget, HR Software. Available at: https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-HRM (Accessed: 19 November 2023).



Comments

  1. Mithini Punsara AbeyrathneNovember 25, 2023 at 10:48 PM

    What are the methods of evaluation of HRM that can be used in an organization today?

    ReplyDelete
    Replies
    1. Masha Rupasinghe.November 27, 2023 at 7:26 AM

      Evaluating Human Resource Management (HRM) is crucial for organizations to assess the effectiveness of their HR practices and make informed decisions. Several methods can be used for this purpose:

      Key Performance Indicators (KPIs): Identify and measure specific KPIs related to HR functions, such as employee turnover rate, time-to-fill vacancies, training effectiveness, and employee engagement. KPIs provide quantifiable metrics for evaluating HRM performance.

      Employee Surveys: Conducting regular surveys to gather feedback from employees on various aspects, including job satisfaction, communication, and leadership effectiveness. Analyzing survey results provides insights into the employee experience and helps identify areas for improvement.

      360-Degree Feedback: Gather feedback on employees' performance from multiple sources, including peers, subordinates, and supervisors. This comprehensive approach provides a well-rounded assessment of an individual's skills, competencies, and behaviors.

      HR Audits: Conduct periodic audits to review HR processes, policies, and compliance with legal requirements. This helps ensure that HR practices align with organizational goals and industry standards.

      Benchmarking: Compare HR practices and performance against industry benchmarks and best practices. Benchmarking allows organizations to identify areas where they excel and areas that may need improvement relative to their peers.

      Cost-Benefit Analysis: Evaluate the cost-effectiveness of HR programs and initiatives. Assessing the return on investment (ROI) for activities such as training, recruitment, and employee benefits helps determine their impact on organizational performance.

      Performance Appraisals: Apply performance appraisals not only to employees but also to HR functions. Evaluate the effectiveness of HR processes, such as recruitment, training, and development, using performance metrics.

      Balanced Scorecard: Develop a balanced scorecard that includes HR-related metrics aligned with overall organizational goals. This holistic approach ensures that HRM is contributing to the achievement of strategic objectives.

      Exit Interviews: Conduct exit interviews with departing employees to gather insights into their experiences, reasons for leaving, and perceptions of HR support. This information can be valuable for making improvements in HR practices.

      Technology Analytics: Utilize HR analytics tools to analyze data related to employee performance, engagement, and turnover. Advanced analytics can provide valuable insights for making data-driven decisions in HRM.

      Combining several of these methods allows organizations to obtain a comprehensive view of their HRM effectiveness. It's essential to tailor the evaluation approach to the organization's specific goals, industry, and the nature of its workforce.

      Delete
  2. Vimukthi Bandara SeelagamaNovember 30, 2023 at 8:29 AM

    The most attractive part to me, of your article is about Robert Owen.
    During the Industrial Revolution, Robert Owen's concept of an eight-hour working, eight-hour break and eight-hour sleep was radical. It sought to improve workers' well-being and productivity by striking a balance between labor, recreation, and relaxation. Although it was not accepted right away, it had an impact on labor movements and finally became the norm in many nations, influencing modern works practices.
    Nice work Masha

    ReplyDelete

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