Abstract
At the time of globalization, organizations, which can be regarded as an entity or a social system in its own right, are being forced to adapt to business environments which involve quick responses to change, such as new laws, social trends and a new segment of customers, in order to sustain themselves. It is obvious that only a skilled workforce will be able to anticipate these changes and set up an efficient and adequate strategy.Therefore, Human Resource Management is more than ever a key factor of success for organizations. But first of all, what does the concept of HRM involve?
That is why in this essay, the definition of HRM and the core roles in this activity will first be highlighted, followed by the study of the link between HRM and organizational performance, and the debates related to that issue.
The term Personnel Management, originally coined in the Sixties, is still currently used, although it has now been replaced by Human Resource Management (HRM). Both of them are responsible for recruiting, improving communication within the company, payroll administration and some other basic staffing functions, but HRM also has the difficult task of answering questions including how to ensure that we do not discriminate against our employees in any way, or ensuring that our employees are committed and motivated. Perhaps it is best to regard Human Resource Management as simply a notion of how people can be managed in the interests of the organizations.
Whatever the definition of Human Resource Management, four objectives represent the foundation and reasons of creation of this activity. These objectives are: staffing, performance, administration objectives and change in management.
Extract
[...] Bibliography Beer et al, HRM: A general Manager's Perspectives, free press , NY, from Michael Armstrong (2003), A Handbook of HRM practice, 9th Edition, Kogan Page. www.cipd.co.uk , Chartered Institute for Personnel and Development Gibson, Ivancevich, Donnelly (1994), Organizations: behavior, process, structures, 8th Edition, published by Irwin Mullins. Laurie J. (2006) Essentials of Organizational Behavior, published by FT Prentice Hall Nolan and Wood cited in Torrington et al (2005), Human Resource Management, Sixth Edition, published by FT Prentice Hall Prince Alan (2004), Human Resource Management in a Business Context, Second Edition, Thomson Learning Storey. [...]
[...] One criticism is common to all those methods, which is that they are costly and time consuming procedures that can only be used if the interviewer is sufficiently skilled at processing the data collected from the interviewee. Let us start with the interview. One of the main advantages is that it allows interviewers to go further than the job and organization description and enables the candidate to ask question about the job, such as career prospects and the conditions of employment for instance. This exchange gives the candidate the opportunity to access the organization and enable the interviewer to see if this person would fit into the organization. [...]
[...] Main methods Validity Perfect prediction 1.0 Ability tests and structured interviews or work sample 0.57 Assessment centres 0.46 Personality tests 0.42 Bio data 0.37 Graphology 0.01 Adapted from Taylor S Employee Resourcing, Institute of Personnel and Development So to have an effective employee selection, it is important to choose not one but several methods with a high rate of validity, but also according to the kind of job we are recruiting for. For instance, to recruit a junior or cleric, only application forms and references are required. Conversely, when you recruiting a senior manager, one would be use not only CV, application form and references, but also rigorous psychometrics test with emphasis on personality testing, plus three consecutive interviews. Nevertheless, the use of intelligence tests is often prohibited, as it may be seen as insulting. [...]
[...] Therefore, Human Resource Management is more than ever a key factor of success for organizations. But first of all, what does the concept of HRM involve? That is why in this essay, the definition of HRM and the core roles in this activity will first be highlighted, followed by the study of the link between HRM and organization's performance, and the debates related to that issue. The term Personnel Management, which knows its apogee in the sixties, is still currently used, although it tends to be replaced by Human Resource Management (HRM). [...]
[...] Whatever the definition of Human Resource Management, four objectives represent the foundation and reasons of creation of this activity. These objectives are: staffing, performance, administration objectives and change management. Staffing Staffing means that the Human resource manager is responsible for recruiting the right person with the right skills at the right time and under a suitable contract. Of course, retaining the best elements for the company is part of the job. Also, organizations tend to offer more and more attractive packages in order to be competitive enough in the employment market. [...]
