Over the last decade, HRM has made a dramatic transformation in companies.
Describe how HRM has changed itself from personnel to human resource management.
What strategic changes did HRM make?
Provide an example of how HRM is a Strategic Partner in your current line of work.
Human Resource Management (HRM) which was previously known only for mainly selection and recruitment of the staff or making recruitment policies.
But, since the recent years the entire HRM structure has undergone a 360 degrees change. It no more just involves recruitment and selection and demands much more. HR Professionals are supposed to look at various other factors such as safety measures, motivating employees, increase the retention ratios of the employees, solving grievances. All this is very necessary for employee satisfaction.
Now, the HRM has been divided into two main broad categories, one is the human resource management and the other is the human resource development.
HRM mainly deals with people, that is why it is known to be very important as people are the biggest asset to any organization who can break or make any organization. Working on people will directly benefit the company as a whole.
While developing and designing the training programs of the employees, the HR professionals primarily focus on syncing of the individual goals to that of the organizational goals, to achieve maximum productivity.
With the changing environment and roles of the HRM in any organization, line managers are also sometimes included in the process of hiring and recruiting the right talents for the organization. They jointly share these responsibilities with the HR Professionals for effective and efficient results.
Hence, HRM takes care of wide range of activities such as: selection and recruitment, preparing the recruitment policies and guidelines, planning the employee compensation and benefits, training and development for the employees, planning on increasing the retention rate of employees and planning motivational activities for the employees.
Thus, the major changes in strategies which the HRM may include are as follows:
- Hiring the right kind of people for the right job
- Syncing the individual employee goals to the company goals and collectively working towards the one goals.
- Keeping up with the technological advancement and planting the new technologies within the organization
- Build a healthy relationship with the management and and employees.