bm handbook hrm

Higher Business Management Business Decision Areas II: Human Resources Human Resource Management The role and importance of Human Resource Management Irrespective of the size or objectives of an organisation, the most valuable resource it possesses is its workforce. Without workers who are both efficient and effective, the long-term success of an organisation cannot be assured. The human resource of an organisation is its entire workforce – from managing director to part-time cleaner. Each person is employed to perform specified functions which play their part in the overall success or failure of an organisation. It is the human resources employed by an organisation which generate wealth through the provision of services or the production of goods. Consequently, just as machinery and buildings need to be protected if they are to work properly, time and care must be taken if an organisation is to secure and retain the human resources that it requires. It is the responsibility of the Human Resource Management department to devise and implement the organisation’s policies and strategies for managing its human resources in a way that will satisfy both the objectives of the organisation and the objectives of the human resources it employs. Human Resource Management (HRM) refers to that part of an organisation’s activities designed to attract, train, develop and maintain an effective workforce. Human Resource Management is a relatively new term and has only come into use over the last 20 years or so. Traditionally, the function of dealing with employees was described as Personnel Management. Many organisations, in fact, continue to use this term. In many cases, Human Resource Management and Personnel Management are used to mean the same thing. For example, some organisations which continue to use the term ‘personnel department’ describe its work as ‘managing the human resources of the organisation’. Despite this, HRM is often seen as different from Personnel Management: • HRM takes a more strategic view than Personnel Management. It is concerned with making sure that the management of peo ple fits in with the strategic objectives of an organisation and, like all other departments’ is also involved with deciding wh at the organisation’s strategy should be. In the past, personnel departments often played no part in deciding strategic objectives. • HRM is more integrated than Personnel Management. It is responsible for bringing together all the elements of managing human resources and making sure that they fit together in a coherent way.

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