Introduction:
Human resource management also well-known as HRM remains as a standout amongst the rapidly growing areas of research in Human Resources (Lepak & Shaw 2008) and also as a strong component of research in the management area. Coming from a computer science background I always wondered how HRM department functions in an organization and why does it play a vital role. This report focuses on my understanding of Human Resources Management based on my learning’s in strategic human resource management and how my perceptions have changed over the last 6 months. This report also focuses on critically evaluating the limitations in human resource practices which already exists and how strategic human resource management can be changed in …show more content…
Second definition comprehends the management of employees in companies from a commanding perspective, i.e. effective people management in the form of a collective relationship amongst the employees and the organizational management (Guest 1987). A framework named Social Exchange hypothesis is utilized as a structure for anticipating three results of Human Resource Management (HRM): employee’s motivation, desire to stay in the association and commitment. This definition mainly concentrates on the outcomes of the HRM department and how it tries to reach company’s objectives. The effect of this approach would be that there will be a more of fulfilling relationship for the employees and the management (Gould 2005). My perspective of Human Resource management focuses that HRM is not just about the payroll and recruitment but is also a lot more than that. I personally believed that HRM was purely about recruitment before I started working with Axiom Telecom back in 2014. My view, six months back of Human Resource Management in short is now all about the people in an organization. It involves dealing with issues such has hiring the best candidates among many applicants, …show more content…
No two people act likewise. Similarly, organizations have certain policies, guidelines, rules and values which help them have a unique brand. When I used to work for Axiom Telecom a MNC in Dubai in the HR department, I was astonished to see that having an organizational culture in the head office was given the utmost importance. A part of the Axiom Telecom’s organizational culture included free breakfast and free lunch, a sports room for the employees to relax when stressed and many more. Apart from the organizational culture, I have been introduced to wide range of employee workforce which means a diverse work environment has been encouraged in Axiom Telecom. Being a MNC in Dubai which has a wide set of cultures, it is very important for the organization to adapt to its surroundings and hence change is evident (Chew& Horwitz 2004). This may be for several reasons which can be less financial conditions or amendment of the office management. Exactly before I started to learn this course, I have always understood why organizational culture would have such an important role to play in an organization to succeed but when Helena has explained what is meant by organizational culture in lecture 2 of Human Resource Strategies, I started to think how it should be in fact should be more focussed to get an effective organizational performance (Dransfield 2000). Organizational cultures involves a lot of
Human resource management also well-known as HRM remains as a standout amongst the rapidly growing areas of research in Human Resources (Lepak & Shaw 2008) and also as a strong component of research in the management area. Coming from a computer science background I always wondered how HRM department functions in an organization and why does it play a vital role. This report focuses on my understanding of Human Resources Management based on my learning’s in strategic human resource management and how my perceptions have changed over the last 6 months. This report also focuses on critically evaluating the limitations in human resource practices which already exists and how strategic human resource management can be changed in …show more content…
Second definition comprehends the management of employees in companies from a commanding perspective, i.e. effective people management in the form of a collective relationship amongst the employees and the organizational management (Guest 1987). A framework named Social Exchange hypothesis is utilized as a structure for anticipating three results of Human Resource Management (HRM): employee’s motivation, desire to stay in the association and commitment. This definition mainly concentrates on the outcomes of the HRM department and how it tries to reach company’s objectives. The effect of this approach would be that there will be a more of fulfilling relationship for the employees and the management (Gould 2005). My perspective of Human Resource management focuses that HRM is not just about the payroll and recruitment but is also a lot more than that. I personally believed that HRM was purely about recruitment before I started working with Axiom Telecom back in 2014. My view, six months back of Human Resource Management in short is now all about the people in an organization. It involves dealing with issues such has hiring the best candidates among many applicants, …show more content…
No two people act likewise. Similarly, organizations have certain policies, guidelines, rules and values which help them have a unique brand. When I used to work for Axiom Telecom a MNC in Dubai in the HR department, I was astonished to see that having an organizational culture in the head office was given the utmost importance. A part of the Axiom Telecom’s organizational culture included free breakfast and free lunch, a sports room for the employees to relax when stressed and many more. Apart from the organizational culture, I have been introduced to wide range of employee workforce which means a diverse work environment has been encouraged in Axiom Telecom. Being a MNC in Dubai which has a wide set of cultures, it is very important for the organization to adapt to its surroundings and hence change is evident (Chew& Horwitz 2004). This may be for several reasons which can be less financial conditions or amendment of the office management. Exactly before I started to learn this course, I have always understood why organizational culture would have such an important role to play in an organization to succeed but when Helena has explained what is meant by organizational culture in lecture 2 of Human Resource Strategies, I started to think how it should be in fact should be more focussed to get an effective organizational performance (Dransfield 2000). Organizational cultures involves a lot of