INTRODUCTION TO HRM - BLOG 01

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What’s Human Resource Management?


Human Resource Management is the procedure of managing people in any organization. People are considered the key wealth in this approach. HRM focuses on recruiting, hiring the best employees and providing them with compensation, benefits, training, and development they need to be successful within the organization.



(Figure I: Monash Business School, 2012)

As many authors would agree (Armstrong 1995; Torrington et al. 2005) reward and recognition policy provide guidelines for decisions and action in a number of areas including 
  • Consideration of market rate pay. 
  • Internal and external equality. 
  • Merit pays. 
  • Incentive. Below are the goals of HRM that have been identified, according to Armstrong and Taylor (2015).


(Source: Author Developed)

Three major subdivisions of HRM


Taking a look at the vast array of literature, HRM turns out to be many things.

1.) Micro HRM (‘MHRM’) covers the subfunctions of HR policy and practice (Mahoney and Deckop 1986). The largest group of subfunctions is concerned with managing individuals and small groups, including such areas as recruitment, selection, induction, training and development, performance management, and remuneration. 


2.) SHRM focuses on the overall HR strategies adopted by business units and companies and tries to measure their impacts on performance (e.g. Dyer 1984; Delery and Doty 1996).

3.) A third major domain is International HRM (‘IHRM’). Less engaged with the theoretical bridges that are important in strategic HRM, IHRM concerns itself with HRM in companies operating across national boundaries (Dowling and Welch, 2004). This connects strongly to issues of importance in the fields of international business.


Roles and Responsibilities of HRM


A human resource manager has to be well skilled in various disciplines. It is needless to say that exceptional communication, problem-solving, ethical and decision-making skills are essential. Below are the ways in which HRM contributes to an organization.
·         Recruitment and staffing.
·         Training and development.
·         Payroll Management.
·         Performance and appraisal management.
·         Employee Relation
·         Conflict resolution.
Manpower is the most important asset of an organization. With the advancement in technological development, the need for physical labor has reduced. Moreover, human capital cannot be easily replaced. And for human capital to function smoothly, human resource management is essential in every organization, irrespective of the business nature and size.

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References :

Armstrong M and Taylor S (2015), Armstrong’s Handbook of Human Resource Management Practice, London: Kogan Page

Dowling, P. J., and Welch, D. E. (2004). International Human Resource Management: Managing People in a Multinational Context. London: Thomson.

Dyer, L. (1984). ‘Studying Human Resource Strategy.’ Industrial Relations, 23/2: 156–69.

Mahoney, T., and Deckop, J. (1986). ‘Evolution of Concept and Practice in Personnel 
Administration/Human Resource Management (PA/HRM).’ Journal of Management, 12: 223–41.

TORRINGTON, D., L. HALL & S. TAYLOR (2005), Human resource management. Essex: Pearson Education.

Figure I - Monash Business School, 2012. Youtube. [Online]. Available at: https://www.youtube.com/watch?v=9ZLbSk1Te68.

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