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3rd Session Reflective Report on HRM (Human Resource Management) Management is nothing more than motivating other people

(Iacocca, 1924). HRM is the study of some activities regarding the people working in an organization. Among the three basic elements of an organization; People, Purpose and Structure, people or human resource is the most crucial part for every organization, as organizational success largely depends on the people working in it. This increasing importance of people to the success of an organization corresponds with the rise of Human Resource Management worldwide as a field of study (Boxall & Purcell, 2003). In our third session we have gained some theoretical knowledge about HRM, lets discuss about it. HRM is the management of the employees of an organization. It can be defined as a strategic and coherent approach to the management of the most valued assets of an organization- the people who are working there and contributing individually and collectively to the achievement of its goals and objectives (Armstrong, 2006). HRM is the process of acquiring, training, appraising and compensating employees and also attending to their relations of labor, safety and health, and the fairness concerns. Their task is to see how people are managed in the organization (Dessler, 2004). The HRM department, typically thought as the cost center, is mainly responsible for hiring and protecting the most important asset of the company- people. Without a group of strong, motivated and satisfied employees in the organizational settings, it is almost impossible for our business to grow its potential. Most of the business organization considers HR as the compliance issue for continuing business. HR can be an efficient partner of our business as this is expert in people and also in human behavior (Dessler 2004, Peterson, 2005). HR is also very much important for the managers as this is the tool through which managers can stay focused on their responsibility and task. Recruitment is the number one way through which the HR department can affect the organization. Selection of right personnel means reduced turnover and at the same time increased retention. So it acts as the advocate for the employees. The responsibility of the HR department is to make sure that all the employees are treated equally and fairly and at the same time the needs of the business are balanced against that of the employees that means the psychological contract (Seeck & Parzefall, 2010) (Adamson,2009). The beginning of the 21st century reveals the both promise and curse of the Human Resource Management. The management and accounting professions realize that the system of traditional corporate measurement must be enhanced. Employees are treated as an integral part of the organization and there no one is stupid. Most of the organization has turned their structure into network structure, where every employee is connected with each other with their subordinates. Now the organizations believe that, employees first and customer second. This is a great motivating factor for the employees. Moreover psychological contract are well balanced in this century (Boudreau & Ramstad, 2002) (Bose, 2011). Although the study of HRM is a traditional field of research and the field of entrepreneurship is relatively the modern one, there are close relationship between these two fields. They are connected by the concepts such as finality of the social welfare through new product incorporations and innovations. Many ingenious entrepreneurs make remarkable new ideas and plans for their business. But they get failed because of their incapability to maintain others work.

April 14, 2012

3rd Session Reflective Report on HRM (Human Resource Management) Now a days people are more interested in making their own business. So here comes the necessity of HRM departments for recruiting, selecting, motivating employees to make them directed towards the organizational goals (Tansky et al., 2010) (Bose, 2011). This session mostly taught us about the practical aspects of HRM. We have learned how this managerial function is practiced in the organization for keeping pace between needs of the organization and the skills and abilities of the employees. We learned it is essential for the organizational goals to maintain a good relationship with the employees. This session taught us how we can maintain works of others by motivating themselves and how we can select and recruit right personnel for our organization (Bose, 2011). In a five members group we build our event management company named Happy Event and this was the most interesting part. We created two posts, one was customer manager and another was site manager. We select five members for the preliminary interview process. We made CV sorting by observing the career objectives, interest area and educational background of the candidates. For the first time I took interview it was really interesting as well as difficult task. After interviewing the candidates we recruited two employees in the desired post. I have also called for the interview from three companies and I have gathered first time interview experience. Actually it helps a lot to understand the real life scenario. And I have also gathered enough courage by giving and taking interview. HRM is the management of the employees inside and outside the organization. It helps us a lot to recruiting and selecting right personnel for the organization and also develops our abilities to maintain others work in the organization. Personally I am very much interested in creating my own event creativity organization. This session helps me a lot to understand different important aspects or organization- selecting and recruiting perfect employees, motivating them towards organizational goals, make them directed towards work and a lot of other things.

Word Count: 878 (excluding in text referencing)

April 14, 2012

3rd Session Reflective Report on HRM (Human Resource Management)

References:
Boxall, P. & Purcell, J. (2003). Strategy and Human Resource Management. Industrial & Labor Relations Review, 57(1), pp. 145-146. Available from: http://www.hrmproducts.ir/downloads/books/11ad750448338047c3cd2c061b63f6a8.pdf. Armstrong, M., (2006) Human Resource Management: Human Resource Management defined. 10th ed. London: Kogan Page Limited. Available from: http://www.hrmproducts.ir/downloads/books/11ad750448338047c3cd2c061b63f6a8.pdf. Dessler, G. (2004) The Strategic Role Of Human Resource Management: THA MANAGERS HUMAN RESOURCE MANAGEMENT JOBS. 10th ed. New Jersey: Pearson Prentice Hall. Peterson, B. Why Human Resource is important. HiGroup INTERNATIONAL [online], Available from: file:///D:/document/ref/5/HR%20Group%20International,%20Inc.%20%20Why%20Human%20Resources%20is%20Important.htm [accessed 05 August 2011]. Seeck, H. & Parzefall, M.R. (2010). From HRM to Psychological contracting. The International Journal of Human Resource Management, 21(15), pp. 2677-2693. Available from: http://www.tandfonline.com/toc/rijh20/21/15. Adamson, H., (2009) Why is HR important. Pay Scale [online], Available from: file:///D:/document/ref/6/why-is-hr-important.html [Accessed 05 August 2011]. Boudreau, J.W. & Ramstad, P.M. (2002). Strategic HRM in the Century: From Justifying HR to Strategic Talent Leadership. CAHRS Working Paper Series, Cornel University IRL School, Available from: http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1055&context=cahrswp. Bose, T.K., (2011) 21st Century HRM. In: Human Resource Management. BAD, Khulna: Khulna University. Tansky, J., Soriano, D.R. & Dobon, S.R. (2010). Entrepreneurship and Human Resources in the Global Economy. MICHIGAN ROSS SCHOOL OF BUSINESS: Human Resource Management, 49(1), pp. 1-2. Available from: http://www.uv.es/roigs/CallHRM.pdf.

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