Evaluating Human resource management

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The Human Resources Management encompasses a variety of activities. The HRM functions have undergone a number of changes over the past decades. Previously large organizations only had 'personnel departments' with the main function of organizing the paper work connected with the hiring of the people and looking after the payment of salaries and wages for them.


But quite often a distinction is drawn between the Human Resources Management (HRM) and the labour management concentrating on the industrial relations of the large enterprises. However in the context of globalization the pressures exerted on HRM and labour Management initiatives have really changed the nature and scope of these distinct functions. "Changes in IR practices (rather than in institutions and systems) such as increased collective bargaining at enterprise level, flexibility in relation to forms of employment as well as in relation to working time and job functions have occurred as a result of such factors as heightened competition, rapid changes in products and processes and the increasing importance of skills, quality and productivity." (S.R.de Silva)
These factors also seem to have an impact on the policies and practices of the HRM. In this context this paper presents an overview on the problems of labour management to the extent it affects the growth and progress of an organization and the role of the HRM in providing effective solutions to the problems being encountered in the labour management.
"Enterprises driven by market pressures need to include in their goals improved quality and productivity, greater flexibility, continuous innovation, and the ability to change to respond rapidly to market needs and demands" (S.R.de Silva). ...
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