Going Global
Developing Human capital
Embracing technology (Human resource information system)
Managing Change
Responding to the market
Controlling costs
soft hrm is the hrm approach that sees employees as valuable assets and means by which they can get competitive advantage and so therefore they believe in employee commitment and engagements. they could invest in employee by training them, building their careers etc. hard hrm on the other hand, sees the employee as cost and resources that they can use to get maximum returns. hence, they don't see the need of investing in them, rather the employees are being used as resources that they can get maximum returns from them.
HRM is generally considered to be either Hard or Soft where hard HRM is quantitative, calculative and treats people as a factor of production (an object). Soft HRM on the other hand draws from the Human Resource school of thought which treats people as strategic resources who can provide an organisation with strategic flexibility through being committed, innovative and working in a team so as to achieve a competitive advantage.The Harvard Model is considered to be more soft in nature because it views individuals as potential assets or humanassets rather than variable costs.
One of the important function of HRM is the protection and security of employees. HRM is responsible for hiring, training, management and development of employees.
putting the right person at the right job on the right time is called hrm.
Human Resource Management is influenced by the demands of the individual business. The leadership of the company sets the tone for the entire organization. HRM is left to execute the plan.
kishyr
There are around fifteen main challenges that face HRM in a developing country. Some of the main challenges are resistance by employers and employees, uncertainties, and inadequacies of information systems.
Multiple companies are now using networking to communicate between their branches, which has added new challenges to those in HRM. HRM may have issues with delegating authority, dispersing key functions, and delayering the organizational levels.
Multiple companies are now using networking to communicate between their branches, which has added new challenges to those in HRM. HRM may have issues with delegating authority, dispersing key functions, and delayering the organizational levels.
de bureaucratization of formal procedures and delayering of organizational levels
HRM has increased in importance since 1980's why?becauseglobalizationgovernment regulationstronger knowledge/research basechanging role for labourchallenge of matching worker expectations with competitive demandsby naveen mudda
The HRM function is constantly changing so as to handle the various challenges in the job market. This initially started out as a clerical function by has now become an integral part of strategic planning for any organization.
1. It meets the need for strategic approach to human resource management which achieve fit between the business and human resources strategy. 2. Human resources are viewed as a sources of competitive advantage. 3. The performance and delivery of HRM is a line management responsibility.
soft hrm is the hrm approach that sees employees as valuable assets and means by which they can get competitive advantage and so therefore they believe in employee commitment and engagements. they could invest in employee by training them, building their careers etc. hard hrm on the other hand, sees the employee as cost and resources that they can use to get maximum returns. hence, they don't see the need of investing in them, rather the employees are being used as resources that they can get maximum returns from them.
What are the misconceptions of HRM?
certainly. particularly the smaller businesses in whatever industry need to find a source of competitive advantage over their larger counterparts. in the case of SMEs, they would find it difficult to compete on price. therefore, sound hrm practices could elicit a more committed workforce, and thus better productivity.
by using the propetys