Released on: September 10, 2008, 8:05 pm

Press Release Author: Gurinder Sobti

Industry: Management

Press Release Summary: The role of HRM has been changed from last 10 years. So much
development has taken place in the field of management with regards to HRM. The
debates have been going on in order to properly understand the role of HR managers


Press Release Body: The role of HRM has been changed from last 10 years. So much
development has taken place in the field of management with regards to HRM. The
debates have been going on in order to properly understand the role of HR managers.
“The main issue which engaged academics in the 1980s was the evolution of HRM. In
this regard, the debate was mainly on the exploration of the salient aspects of the
alteration of personnel management into HRM.” The debates started by mingling the
industrial relation with HR then combine business strategies with the HR line
managers “and finally seeing HRM as a source of competitive benefit for
organizations”. The success of an organization is also depended on the HRM. “With
these developments the nature of Human Resource (HR) function has changed from being
reactive, prescriptive, and administrative to being proactive, descriptive and
executive (Boxall, 1994).”
“Strategic Human Resources Management (SHRM) is the purposeful resolution of Human
Resource administration and policy issues so as to enhance a public agency\'s
effectiveness.”
Human resources Management give birth to strategic human resource management. The
need of SHRM is required to fill the gap which HRM alone can’t fill it. SHRM
enhances the role of manager more clearly and precisely. The factors which give
birth to SHRM are:
1. Recognition that Human resources are critical. There are companies strategic
planning to accomplish its goals and mission. Those mission and goals are important
for managers and employees to achieve them and HRM department plays a very important
role in accomplishing the company’s target. “The emergence of SHRM due to heightened
concern for agency productivity and accountability means that better information
systems are essential”.

2. A shift from position management to work and employees. Due to political and
economic factors the mind of the manager has sifted towards work management. It also
because the employee wants flexibility in their workplace and should awarded and
need appraisals from his managers. “Personnel specialists have continued to demand
flexibility and equitable reward allocation through such alterations to
classification and pay systems as rank-in-person personnel systems, broad pay
banding, and group performance assessment and reward systems (Shoop, 1991). This
trend coincides with employee needs for utilization, development, and recognition.”

3. More innovation: In the emerging business world, there is an intense competition
between every organization. Without innovation no company can survive longer. To
bring more improvement the manager should manage it workforce in a manner that it
should provide new information and try to implement new things.

4. “But long range effectiveness in cultivating innovation requires a reward system
that reinforces risk-taking, and does not penalize failure -- two characteristics
that are often in short supply within the culture of most public agencies.”

5. Asset development and cost control. The main function of the company is to reduce
the cost of the labor and develop or hire such employees which can benefit the
company in the long run. “One reason for this increased professionalism and
innovation among public personnel managers has been the need to develop and apply
two apparently contradictory human resourse strategies: policies for \"kleenex
employees\" designed to control costs, and policies for \"asset employees\" designed to
ensure loyalty, participation and development.”


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