PEOPLE AND ORGANIZATIONS

  HRM & SHRM The term  HRM  expands to Human Resource Management; it implies the implementation of management principles for managing the workforce of an organisation. It is concerned with the process of hiring, developing and retaining the manpower, with a view to making them more efficient. When conventional HRM is compared and contrasted with the strategic HRM or SHRM, it becomes easier to understand. SHRM  is the process of aligning the business strategy with the company’s human resource practices, so as to attain strategic goals of an organization. In SHRM, the workforce of the company is managed proactively. Take a glance at the article presented here that explains the difference between HRM and SHRM. COMPARISON CHART BASIS FOR COMPARISON HRM SHRM Meaning Human resource management (HRM) implies the governance of manpower of the organization in a thorough and structured manner. SHRM is...

BY EMBRACING HUMAN RESOURCE MANAGEMENT [HRM] CONCEPT IN PLACE OF PERSONNEL MANAGEMENT [PM] WHAT CHANGES OCCURRED IN HUMAN CONSTITUENT IN WORKING ENVIRONMENT Whether personnel management or human resource management is broadly brought under people management as Henderson (2017) defines to consider the people as the members of the organization rather than job holders in the decisions of the organization. In 1950s the term “human resource management” was being used by some theorists as another synonym of “personnel management” without a significant difference in the meaning. But, in 1989 management of people at work became drastically in to a different model whereby the characteristics of people management in work places were demanded in PM were totally redefined in HRM by taking a paradigm shift contrasting to Taylorism and Fordism. In this gradual transformation the terminology was used in HRM clearly differed   from PM perspective where the way people were restric...

CORPORATE COMPETITIVENESS IS CREATED BY THE TRANSFORMATION OF HRM OR UPGRADATION OF TECHNOLOGY It is very complex and complicated to determine that the competitiveness of the organization comes from people or technology in the modern context in an ever increasing dynamic business environment. Historically the dominance of the corporate was primarily the people as we studied the early studies of people management where the world was highly depended on labor intensive production and very little emphasis to machinery.   From early days to date it is apparent to realize that the nature of business has changed from labor intensive to machine intensive backed by industrial revolution giving birth to Fordism & Taylorism when it came to handling people. With the introduction of auxiliary services like telecommunication, banking, insurance, transportation; business was changing from truly production orientation to service supported production which changed the view tow...