Globalization has increased the level of cross border activities. It is expanding rapidly and this makes it important for MNCs to manage its human resource management. HR is responsible to analyze and manage the human resource needs of organization in such a way that it can achieve its strategic goals (Hellriegel, Jackson, Slocum and Staude, 2009).HRM is a planned approach to make people perform effectively. It creates an open, flexible and caring management style so that staff can give their best (Michael C. C. SZE1, 995). HRM has to adapt to local conditions the most as compared to other management functions because it is highly dependent on local labour market.
One of the reasons for this popularity is the assumption that HRM is a source for competitive advantage and will influence the organisational results and performance in a positive direction. In an environment where HR is an important source of competitive advantage, it is also the one that contributes to sustained competitive advantage through facilitating the development of competencies that are firm specific. Strategic Human Resource Management (SHRM) concerns with the creation of a linkage between the overall strategic aims of business and the HR strategy and implementation. The article takes a closer look at the presumed relationship between HRM and business performance. The main idea behind HRM-performance presumption is that HR practices affect employees’ attitudes and behaviour, which further affects the operational performance, such as productivity, quality and innovation, which in turn have a positive effect on an organization’s overall market for its products and subsequently its financial results.
Human Resources Management (HRM) can be defined as a strategic and coherent approach to the management of the organization 's most valuable asset: the people working there who individually and collectively contribute to the objectives of the organization. The main features of HRM are: - Meeting the need for a strategic approach to human resources management that aligns the organization 's activities for the implementation of the strategic objectives; - The application of a comprehensive and coherent approach to the provision of mutual support of theoretical methods and practices of employment through the development of an integrated theory and practice of the Czech Republic; - The achievement of the commitment to the mission and values of the
Human resource management is the significant concept that is used by organisations for integrating their functions with the external environment. HR integrates all the departments with other in order to make sure that main objectives of the business are achieved. The main aim of this paper is to evaluate the tools that can be used for managing resources to achieve the business objectives of organisations. For this purpose, the paper is divided into four different activities that include human resource management, management of physical resources, marketing and information management systems. All these aspects are discussed by considering the role and importance of human resource management towards achievement of organisational goals and objectives.
It emphasizes that employees are the primary resource for gaining sustainable competitive advantage, that human resources activities need to be integrated with the corporate strategy and that human resource specialists help organizational controllers to meet both efficiency and equity objectives” (Bratton, John, & Gold, 1994). According to Bratton, John and Jeffrey Gold HRM is the main ingredient for attaining the effective and customer-oriented organization. The main purpose of implementation of NPM reforms is to restructure the
The last two issues are of particular concern when framing international HR strategies. A successful IHRM requires a careful understanding of the cultural, legal, political, ethical and economic differences among nations and its people. Even within national boundaries, the challenge of effectively managing a multicultural workforce is exercising many organizations.The HR Managers must be aware of the factors that motivate people from different countries and their influence on global assignments. Thus, IHRM is more challenging than HR management within the boundaries of one country. The issues IHRM have to deal with are as follows: Management of Cultural
Human resource management is the utilization of human resources to achieve organizational objectives. Consequently, all managers at every level must concern themselves with human resource management. Basically, managers get things done through the efforts of others; this requites effective human resource management. Today's human resource problems and opportunities are enormous and appear to be expanding. Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution.
1.0 Introduction Since mid-1980’s HRM has gained acceptance in both academic and commercial circle. According to Chandramohan (2008), “Human Resources are most important and vital assets of an organization as the productivity of all other resources depends upon people.” This is the essential reason that from the organization perspective Human Resources signifies the total qualities, knowledge and skills of an employee in carrying out a particular job. Most importantly it differentiates that the human resource functions must be carefully coordinated with the organization’s bottom line and vision. The main objective of this research is to examine the role of strategic human resource management in an organization’s existing context; as an
The international human resource management should be responsive to the political, cultural and legal environment. HR managers of big organisations travel around the world to get aware of employee’s international concerns, programs and policies. Certain code of conduct has been made by the international human resource management to set standards of ethics and legal
For today’s challenging environments, human capitals are playing an importance role in the organization in order to have dominant position in competitive advantage. Human capital developments are indispensable because it is unique and valuable assets for successful today. Undeniable, practices of human capital development is a significant process to employing and selecting the qualified employees to the organization. So, have a systematic functions and proper practices in strategic way not only can retain and attract the employees, it also can let the organization more understand the demand of employees. Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process.