The importance of the human resource management towards the organisational success

Where the concept "HRM" begun

When considering the origin of the Human Resource Management it is identifiable that the word 'Welfare' which came in during the end of 19th century where women involved in the protection of women & girls which created as a reaction mainly to the inflexibility of industrial conditions. 

In 1920, this was taken over by 'Labor Management' simultaneously with the introduction of 'Labor manager' or ' Employment manager' job titles in to the engineering industry. The Australian psychologist, Elton Mayo who we can consider as the father of Human resource management did many experiments in measuring the relationship between the productivity & the work environment. Around 1945, this had broadly defined as 'Personnel management' as the experiences derived from the world wars had shown that the output could be impacted by the employment policies.

In mid 80s the US term 'Human Resource Management' arrived with the view of that the employees are assets or resources.

Since the early past Human Resource Management has number of definitions which given by many authors. 

• "Human resource management can be defined as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations" (Boxall and Purcell, 2003).

• "HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work" (Guest, 1987).     

• "Human resource management (HRM) is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations" (Armstrong, 2014).

• "Strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage" (Bratton and Gold, 2003).   

How important the human resource management to an organisation

Human resource management has become one of the most essential factors of today's businesses. Accordingly, the Human resources management department of an organization has to play a vital role in each and every aspect of supplying the required human resources towards achieving organisation's goals. 

"The organisations consider the Human resource management department as playing a major role in staffing, training & helping to manage people so that people & the organisation are performing at maximum capability in a highly fulfilling manner" (McNamara, 1998). "When it comes to the global businesses HRM is increasingly considered a contemporary development to reshape employment relationships as a tool that may have effectively replaced other management traditions like personnel management" (Marchington & Wilkinson, 2002).

All kind of organisations including private, non-governmental & public establishments run their operations by setting different goals according to the organisation's type. However, all these types of organisations are having a similar aim of providing a quality service with the common ground called human resource. No matter how strong the other resources are, profitability of success will be low if the human resources do not involve in an effective manner. 

Opinions of the employees about the organisation's strategies is another important fact which helps to identify their satisfaction of the work. In this case, "the performance of the employees depends on their satisfaction of the work" (Uyargil et al, 2010). Facilitating fair remuneration schemes, better working environment, social & legal rights, opportunities to communicate with the colleagues & the managers will lead the employees to work with increased motivation & it will direct the organisation to a more productivity.   

"An organization needs to adopt specific HR policies and practices for different strategies. Thus, to be effective, an organization’s HR policies must be consistent with other aspects of the organization. By having appropriate HR policies and practices in place, organizations can elicit employee behaviors that are consistent with an organization’s strategy" (Rose & Kumar, 2006).

Having an effective human resource management will automatically direct the employees to contribute effectively & productively to accomplish the  organisation's goals and objectives. Employees are considered as the most important value & that is the reason why human resources management is a key factor for success of today's businesses. 

Reference

Alakoc, Z., 2014. Human Resource Management and Its Importance for Today’s Organizations. International Journal of Education and Social Science, 1(2).

Armstrong, M. (2014) Armstrong's Handbook Of Human Resource Management Practice. 13th edn.

Boxall, P. and Purcell, J. (2003). Strategy and human resource management: management, work and organisations. Hampshire, Palgrave MacMillan.

Burma, Z. A. (2014). ‘Human Resource Management and Its Importance for Today’s Organizations’, International Journal of Education and Social Science, 1(2), pp. 85–94.

Guest, D. E. (1987). Human resource management and industrial relations [1]. Journal of management Studies.

John, B. and Jeffrey, G. (2003). Human Resource Management: Theory and Practice. 3rd edn London: Palgrave Macmillan

Marchington, M. and Wilkinson, A. (2002). People Management and Development. London: CIPD

McNamara, C. (1999). Human Resources Management. Retrieved Oct 21,2019, Available at: http://www.mapnp.org/library/hr_mgmnt/hr_mgmnt.htm/

Rose, R. C. and Kumar, N. (2006). The influence of organizational and human resource management strategies on performance. Performance Improvement, Vol. 45(4), 18-24.

The History of Human Resource Management (HRM) (2015) Consensus HR. Available at: http://consensushr.com/the-history-of-human-resource-management-hrm/