How did the concept of human resource management emerge? By explaining the functions of HRM describe the various perspectives of human resource management briefly

The functions of HRM

The functions of human resource management (HRM) include a variety of activities that are designed to support an organization's overall strategy and goals by effectively managing the human resources within the organization. The main functions of HRM include:

Recruitment and selection: This function includes identifying the need for new employees, attracting and recruiting candidates, and selecting the most qualified individuals to fill open positions.
Training and development: This function includes identifying the training and development needs of employees and providing the necessary resources and support to help employees improve their skills and advance their careers.
Performance management: This function includes setting performance expectations, evaluating employee performance, providing feedback, and taking corrective action when necessary.
Compensation and benefits: This function includes designing and administering the organization's compensation and benefits programs, including base pay, incentives, and benefits such as health insurance and retirement plans.
Employee relations: This function includes managing the relationship between the organization and its employees, addressing and resolving workplace issues, and promoting a positive work environment.
Compliance: This function includes ensuring that the organization is in compliance with all relevant laws and regulations related to human resources and employment.
Human resource planning: This function includes forecasting the organization's staffing needs and planning for the recruitment, placement, and development of employees to meet those needs.

Talent management: This function includes identifying, developing, and retaining talented employees within the organization

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How did the concept of human resource management emerge

The concept of human resource management (HRM) emerged in the early 20th century as a result of a number of factors, including the industrial revolution, the growth of large organizations, and changing societal attitudes towards work and employment.

During the industrial revolution, organizations began to grow in size and complexity, and the need to manage and coordinate the activities of large numbers of employees became increasingly important. At the same time, societal attitudes towards work and employment began to shift, with an emphasis on improving working conditions and promoting the welfare of employees.

As a result, early forms of HRM began to emerge, with an emphasis on managing and improving the welfare of employees. This included activities such as recruiting and hiring employees, managing payroll and benefits, and overseeing employee relations.

In the early 20th century, the field of industrial psychology began to develop, and this also had an impact on the emergence of HRM. Industrial psychologists were interested in understanding how to improve the performance of employees and organizations, and they began to study issues related to selection, training, and motivation.

In the 1950s and 1960s, the field of HRM began to evolve and become more formalized. The emergence of the personnel management function within organizations, and the creation of professional associations and academic programs in HRM helped to establish HRM as a distinct field of study and practice.

summary, the concept of human resource management emerged in the early 20th century as a result of the industrial revolution, the growth of large organizations, and changing societal attitudes towards work and employment. Factors such as the development of industrial psychology, the growth of the personnel management function, and the emergence of professional associations and academic programs in HRM, helped to establish HRM as a distinct field of study and practice.

Describe the various perspectives of human resource management briefly.

There are several different perspectives on human resource management (HRM), each of which offers a unique perspective on the role and functions of HRM within an organization. Some of the most prominent perspectives include:

The strategic perspective: This perspective views HRM as an integral part of an organization's overall strategy, and stresses the importance of aligning HRM activities with the organization's mission and goals.
The functional perspective: This perspective views HRM as a set of specific activities or functions, such as recruitment and selection, training and development, and compensation and benefits, that must be performed effectively in order to support the organization's overall goals.
The behavioral perspective: This perspective views HRM as a set of management practices that can be used to influence employee behavior and attitudes in order to improve organizational performance.
The legal perspective: This perspective views HRM as a set of activities and practices that are governed by a wide range of legal and regulatory requirements, such as equal employment opportunity laws, labor laws, and health and safety regulations.
The international perspective: This perspective recognizes that organizations operate in a global environment and that HRM practices may need to be adapted to different cultural, legal and economic systems.
The Critical perspective: This perspective views HRM as an instrument of capitalist domination, which aims to control and exploit workers to meet the interests of the employer and maximize profits.

Each of these perspectives provides a unique way of understanding the role and functions

What are the basic functions of Human Resource Management

The basic functions of Human Resource Management (HRM) include:

Recruitment and selection: This function involves identifying the need for new employees, attracting and recruiting candidates, and selecting the most qualified individuals to fill open positions.
Training and development: This function involves identifying the training and development needs of employees and providing the necessary resources and support to help employees improve their skills and advance their careers.
Performance management: This function involves setting performance expectations, evaluating employee performance, providing feedback, and taking corrective action when necessary.
Compensation and benefits: This function involves designing and administering the organization's compensation and benefits programs, including base pay, incentives, and benefits such as health insurance and retirement plans.
Employee relations: This function involves managing the relationship between the organization and its employees, addressing and resolving workplace issues, and promoting a positive work environment.
Compliance: This function involves ensuring that the organization is in compliance with all relevant laws and regulations related to human resources and employment.
Human resource planning: This function involves forecasting the organization's staffing needs and planning for the recruitment, placement, and development of employees to meet those needs.
Talent management: This function involves identifying, developing, and retaining talented employees within the organization.

These functions are interrelated and are designed to support the overall strategy and goals of the organization by effectively managing the human resources within it.

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