Human resource practices in global contest are drastically
change over time and personal management (PM) was evolved towards human
resource management (HRM) and to the strategic human resource management
(SHRM). Its conceptualize that human
resource function of organization become one of challenging and critical
activity which need of developing in human resource function in more strategic
manner.
The key factors behind the situation is recognized as
development of strategic human resource management due to ever changing
business environment such as fact of globalization, competition, policy
changes, technology changes and etc. On that scenario it is important to
develop the level of approach in human resource management to compatible with
environment changes(Mello, 2006) .
Further to that it is important to develop strategic integration, high commitments, flexibility and high quality in personal management function is pre requisite in the development of human resource related function of organization. According to the changes of macro- economic factors it is important to develop level of well manage human resource team and in such scenario it move beyond the concept of traditional people management. In such importance of development of skills of people is referred to be one of key activity in present business environment to dace challenges(Paauwe, 2009).
With changing landscape situation in business environment and human resource management function would assist to arrange human resource professionals to move with line management function as well. There are best practice involvement, internal and external integration and etc would see with the human resource function rather than stick on traditional operation of personal management. Those approaches has to be carefully evaluate prior to the decision making of formulation and implementation of such strategies(Shermon, 2009). Those factors has to move with level of talents and motivation power of individuals of organization in strategic positioning in personal management function. In main concern the development of people management formulate through performance management system in business management.
Reference
Mello, J. A., 2006. Strategic human resource
management. Mason, Ohio: Thomson/South-Western.
Paauwe, J. &. B.
C., 2009. Strategic HRM: A critical review. In D. G. Collings, G. Wood
(Eds.) & M.A. Reid, Human resource management: A critical approach. London:
Routledge..
Shermon, G., 2009. Competency
Based HRM: A Strategic Resource for Competency Mapping, Assessment and
Development Centres. s.l.:Tata McGraw-Hill Education.
Personnel management is a little old and a more traditional way of handling employees at a workplace; whereas HRM is a more modern and more specific approach to managing human resources in an organization. However, HRM concentrates on maintaining human resources by acquiring, developing and motivating them.
ReplyDeleteI agree. Even though personal management has proved its worth in the years of its introduction, HRM has the cutting edge over PM due to its collective phase change.
ReplyDeleteyou have brief this very nicely
ReplyDeleteThe performance of an organization is based on the capabilities of its employees. Informative article.
ReplyDeletePersonal management is characterized as a regulatory specialization that centers around contracting and creating representatives to turn out to be increasingly important to the organization. It is some of the time viewed as a sub-classification of HR that just spotlights on organization.
ReplyDeletePersonal management mostly we can say the ownership running or making major decisions in more traditional way. Now HR has more resources and regulatory powers to overcome those loopholes which didn't succeed in long run earlier days.
ReplyDeleteGood article nanda ! Nicely briefed on HRM change from personnel management ( PM ) perspective to Strategic Human Resource Management
ReplyDeleteBeer et al, (1984) and Fombrun et al, (1984) published two distinguishing books that pave the path to the modern HRM & SHRM practices how ever SHRM is been practiced largely among HR practitioners due its appeal to short-term economical benefits. It is our responsibility as HR scholars to identify the best practices between the employer and employees. Good article !
ReplyDeleteWith globalization cultural changes hapenens automatically inside an organization. I think it is vital to follow SHRM by every HR professionals in order to cooparate with the drastic changes.
ReplyDelete