Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, Human Resource Management functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life, and not as a routine obligation. The Human Resources (HR) function provides significant support and advice to line management. The attraction, preservation and development of high calibre people are a source of competitive advantage for our business, and are the responsibility of Human Resource Management Department. Human resource management is very crucial for the whole function of an organization because it assists the organization to create loyal employees, who are ready to offer their best.
The concept of Human Resource Management developed with a more strategic level of thinking about the nature and role of people (as total 24hr per day human beings) working in organizations which are 'cultures' in their own right (Lundy O, 1994).
While the recent thinking has moved from the control-based model to the compliance model, the soft edge of the latter involves eliciting employee commitment and expecting effectiveness and efficiency to follow. The hard edge of the latter involves ridding the organization of unnecessary layers of middle management which, when stripped of control functions, have very little by way of value added.
Job design principles
broader jobs; combined planning and implementation; teams
flat structure; shared goals for coordination and control; status minimized
reinforcing group achievements; pay geared to skill and other contribution criteria; profit sharing
mutual mechanisms for communications and participation; mechanisms for giving employee voice on issues
Labour Management Relations
mutuality; joint problem-solving and planning
fulfilment of employee's needs is a goal rather than an end
(Lundy O, 1994).
"The HRM planning should be based on the organisation's strategic planning processes with relation to analysis of the labour market, forecasting of the external supply and internal demand for labour, job analysis and plan implementation" (BPP, 2008).
The importance of HR functions alignment with the strategy