Human Resource Manager
- Submitted by: fkolov
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- Date Submitted: 03/03/2013 11:17 AM
- Pages: 6
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INTRODUCTION
‘’The effective use of human resources in order to enhance organizational performance’’ is the definition that Boddy (2008) gives for the Human Resource Management. This relevantly recent term for the development of the relationship between the organization and the employees is the one ‘’replacing’’ the well-known personnel manager. Bach in the days of the industrial time where the employees where still referred as industrials or labours the work of personnel manager was mainly revolved about keeping track of the personnel affairs .After the industrial revolution and the introduction of the scientific management the selection based on the employees skill ,in order to maximize the production ,was added to the personnel manager’s operation field , but still the employees were just a part of the production. Not earlier ,but before the appearance of the human relations model the situation had slightly changed .The human relation model focused on the workers and they needs as human beings with need that until then were completely neglected. This model influenced many management theories such the role of the personnel manager or the new-called human resource manager. Is the HRM though, just a new ,more refreshing term, are these two terms overlapping or a new product? What is its actual contribution to the organizations that focus on HRM’s role?
HUMAN RESOURCE MANAGER CONTEXT.
Based on Guest(1987) five basic changes in the business world led the appearance of the HRM: First of all the new global markets where the competition is more fearsome and the innovation and the quality are thought to be advantages. Moreover, the economical successful countries ,such as Japan and Germany, that were focusing on the management of the personnel ,combined with the published literature of 80’,claiming that firms with high performances had strong HRM action ,promote efficiently the HRM position. In addition, the characteristics of the personnel started...
‘’The effective use of human resources in order to enhance organizational performance’’ is the definition that Boddy (2008) gives for the Human Resource Management. This relevantly recent term for the development of the relationship between the organization and the employees is the one ‘’replacing’’ the well-known personnel manager. Bach in the days of the industrial time where the employees where still referred as industrials or labours the work of personnel manager was mainly revolved about keeping track of the personnel affairs .After the industrial revolution and the introduction of the scientific management the selection based on the employees skill ,in order to maximize the production ,was added to the personnel manager’s operation field , but still the employees were just a part of the production. Not earlier ,but before the appearance of the human relations model the situation had slightly changed .The human relation model focused on the workers and they needs as human beings with need that until then were completely neglected. This model influenced many management theories such the role of the personnel manager or the new-called human resource manager. Is the HRM though, just a new ,more refreshing term, are these two terms overlapping or a new product? What is its actual contribution to the organizations that focus on HRM’s role?
HUMAN RESOURCE MANAGER CONTEXT.
Based on Guest(1987) five basic changes in the business world led the appearance of the HRM: First of all the new global markets where the competition is more fearsome and the innovation and the quality are thought to be advantages. Moreover, the economical successful countries ,such as Japan and Germany, that were focusing on the management of the personnel ,combined with the published literature of 80’,claiming that firms with high performances had strong HRM action ,promote efficiently the HRM position. In addition, the characteristics of the personnel started...