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Introduction
People management has been there in existence since the known history of human beings. It is present in all aspect of human life. From managing families to managing businesses but people management is spoken and discussed very often in the business world than in any other areas.
People management has evolved from its very basic core. Human effort or labour is very important for any business to survive. In a business environment, people management started in slavery and it has managed to evolve to reach the pinnacle of people management which we have right now.
Initially, Businessmen and landlords used slaved labour to achieve their desired goal. They gave minimum facility to the slaved labours and got the maximum output. Gradually slavery ended and the personnel management system emerged to the surface.
" You can get capital and erect buildings, but it takes people to build a business" Thomas J Watson. (founder of IBM)
Human Resource Management ( HRM )
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Definition of HRM
Human resource management is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives. (Armstrong, 2006)
We need to have a better understanding of human behaviours in order to work and manage more effectively. Initially, Personnel Managers were in charge of staffs and they were treated as mere tools or cost factor of an organisation. Personnel managers were more into administrative work.
With the new advent of technologies and with the knowledge people are expecting their rights are met and respected for the job role they are playing. With this emerging change, the Personnel Management role had to be changed and it had been looked at in a broader way and this has paved the way for the Human Resource Management concept.
In Human Resource Management(HRM) staffs are treated as an asset of the company and are valued more. Organisations can only achieve success by having a happy workforce. HRM's duty is to make the staffs want to achieve the company goal rather than making them do.
Models of HRM
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Selecting the right person for the right job is a vital process in HRM. Placing the wrong person in the wrong place could lead to less productivity and failure. To overcome such issues need to evaluate the staffs as per the organisation policy, Appraisal helps to identify and enhance the performance. This process helps the organisations to identify the high performers.
Once the performers are identified they must be rewarded adequately. Rewards drive people to be more effective and efficient. It gives the people the desire to do more and achieve more. Focusing on development employees will make them more confident and it will bring development to the organisation. (Armstrong, 2006)
Conclusion
HRM helps us to build skilful and motivated employees which will in return give the edge which organisation needs to succeed in the competitive market. When people are happy they tend to do their job role better and it will reflect on the end products. If a customer care assistant is happy with what he or she is doing surely the customer will feel the energy. Having a good HRM practice will help organisations to retain staffs and wanting more people to join the company.
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References:
Armstrong. 2006, A Handbook of Human Resource Management Practice, 10th edition, London. KP.
Snell, Bohlander. 2007, Human Resource Management, International Edition
Image Sources:
Figure 1: wideinfo.org
Figure 2: jonsrennie.com
Figure 3: virgin.com
FIgure 4: pinterest.com
