Introduction to Human Resource Management

Topics: Human resource management, Management, Human resources Pages: 7 (2071 words) Published: August 18, 2013
Human Resource Management

Table of Contents
Introduction3
Sainsbury’s HR3
Features of HRM4
Soft and Hard Models of HRM4
Strategic Contribution4
People as Assets HRM5
Principles6
Models of HRM6
HR Business Partner Model6
Shared Services Model7
Centralised vs. Decentralised HRM7
Centralised and Decentralised HRM7
Usage of Decentralised HRM by Sainsbury’s7
HRM Outsourcing7
Conclusion8
References9

Introduction
The aim of this assignment is to understand the Human Resource Management (HRM) theory. Rapid changes in technology and increased competition in today’s business world had increased the importance of capable workforce for successful business ventures. This paper is focused on explaining the goals, features and models of HRM used in today’s business enterprises for efficient Human Resource Management and how HRM is contributing to the success of an organisation. HR department of Sainsbury’s has been used as an example to understand the HRM’s nature of functions and its contribution to organisation’s missions and success. Understanding of HRM

HRM is defined as the process of acquiring, training, appraising and compensating employees and attending to their labour relations, health and safety and fairness concerns (Storey, 2010). In the above definition the duties of HRM starts with acquisition of human resource and extends to successful maintenance and retention of them within the organisation. “Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees – its human resources”, Beer et al., (1984, p. 04). However, Personnel management is viewed as workforce centred and more effective in focus. Personnel managers perform organizational procedures in accordance with management’s requirements. They are also involved with recruitment and selection process. As it is mentioned by Torrington et al. (2002), the main functions of HRM are Acquisition, Training and Development, Motivation, Employee Relations and Assessment. Sainsbury’s HR

The Human Resource department of Sainsbury’s is dealing with the recruitment and the benefits of their staff. It means recruitment, training and as well as inductions, motivation, payment of wages and equal opportunities policy. This policy is to make sure that all the employees at Sainsbury’s should be treated equally. Human Resource department of Sainsbury’s thinks that all the staff should be properly trained and motivated, so that they will be able to gain valuable skills and create an excellent reputation and image for the company. The HR department of Sainsbury’s is working to meet their plans and goals. Sainsbury’s line managers are directly involved with recruitment, training and development function of HRM. For example after the telephone interview conducted by HR executive, the line manger does the rest of the interview and confirms the selection of a candidate. After the selection process the line manager conduct the induction in order to complete the recruitment process. Line manager also involved with training and development of a new employee. Features of HRM

Soft and Hard Models of HRM
Under Hard model of HRM, the workforce is viewed as business and economic resource by the management. They are viewed as human capital investment used and expects return out of it. The employees are viewed as resource but are aimed to minimise the cost incurred in utilising them. Köster, (2010) denoted that emphasis of hard model is on quantitative, calculative and business-strategic aspects of managing the headcounts resources. The main interest of organisation under hard model is to achieve organisational objectives. In Soft model, the characteristics of human is greatly emphasised than just resource. Under soft model the employees are termed as valued assets and a source of competitive advantage. The concepts of empowerment and job autonomy are...

References: Armstrong, M., 2008. Armstrong 's Handbook of Strategic Human Resource Management. 4th ed. London: Kogan Page.
Aswathappa, K., 2009. Human Resource and Personnel Management,4e. 4th ed. New Delhi: Tata McGraw Hill.
Delmotte, J. & Sels, L., 2008. HR outsourcing: threat or opportunity?. Emerald Group Publishing Limited, Volume 37.
Köster, M., 2010. Human Resource Management Versus Personnel Management. Thesis ed. Norderstedt: GRIN Verlag.
Paauwe, J., 2011. Hrm and Performance: Achieving Long-Term Viability. 3rd ed. Oxford: Oxford University Press.
Storey, J., 2010. New Perspectives on Human Resource Management. 11th ed. New York: Routlege.
Willam, B. Werther, JR. & Davis, K. (2004). Human Resources and Personnel Managementt.5th ed. Singapore: McGraw-Hill Higher Education.
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