Human Resource Management
Human Resource Management (HRM) is the effectively management of the workforce in an organization to make the organization attain its objectives. The process adopted in HRM is a scenario where the organization help the individual workers attain their aspiration and objectives, for them in return to meet the objectives of the organization. In the process of HRM, there is an increasing emphasis on the personal needs of the organisation and its members. Thus, how effectively an organisation’s employee contribute successfully to the attainment of the organisational goals depends to a larger extent upon the ability of its HRM staff.
Hence, “the challenges of HRM are to create an organisational environment in which each employee can grow and develop to his or her fullest extent” (Sims, 2002, pg 3). The significant role of human resources in contemporary business operations has lead to a thrust where the organization partners with the human resource in the strategic management of the organization. In this instance, strategic human resource management (SHRM) ensures that workers and subordinates are involved in the strategic formulation and implementation process in the organization.
Top level manager plays significant role in the management of organization’s strategic and also the organization’s workforce, thus the
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According to Wilson (1999, pg 27), “An alignment between strategy and training and development is now commonly regarded as a good business sense in all corners of the globe”. This is more adduced to the limited resources and finance to aid an organization in the attainment of its goal. Thus, HR development will go a long way in the organization to attain effectively set goals in the most efficient way. The level of competency of top level managers who grew from lower level to occupying the top position is what the Peter Principle on HRM focuses. The validity and feasibility of this principle is discussed.