Human Resource Management

Strategy:
A strategy is a plan of action designed to achieve a particular goal. A factor that contributes to Competitive Advantage in markets or you may say that, strategy is a general framework that provides a perspective for selecting specific policies and procedures. In strategic planning we define the direction and make decisions.
Various business analysis techniques can be used to make strategic planning, including SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats ) and PEST analysis (Political, Economic, Social, and Technological analysis) or STEER analysis (Socio-cultural, Technological, Economic, Ecological, and Regulatory factors) and EPISTEL (Environment, Political, Informatics, Social, Technological, Economic and Legal).
Strategy is a critical factor that may affects Firm Performance. Strategy can be long term or short term. These are usually Plans that involve the top executives and/or board of directors of the firm

Management:

Management in all business and human organization activity is simply the act of getting people together to accomplish desired goals and objectives. Management comprises planning, organizing, staffing, leading, directing, facilitating and controlling or manipulating an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal and Manipulation of human resources, financial resources, technological resources, and natural resources.



Human Resource Management:

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Basically, the Human Resource Management has become a backbone for running a business successfully. It comprises of multiple functions.

The key function is to decide
What kind of service you actually need, and what alternatives you can opt for. HR is about:
• Hiring new employees
• Employees Training
• Their Performance
• Management practices
• Other activities related of human resource management.

Human Resource management term paper should be written on any approach to the management related to the most valuable assets of an enterprise. Employees and labors are assets, who sometimes collectively and sometimes individually contribute in the development and accomplishment of an enterprise. It is about managing people.
An HR term paper should be written on topics that defines HR process. The HR term paper should evaluate the sole purpose behind Human Resource Management study. There has to be a strong topic for writing an HRM coursework that could simplify the meanings of HR for students. This will help in better understanding of students that will affect their coursework that should deliver meanings HR:
• Employing and Developing people and resources,
• Paying, maintaining and using their services
As we know that, Human Resource Management is a subject related to people, their psychology, behavior and sociology. So, it's a discipline suggested to be practiced at Organizations, may be large, or small. An HRM coursework should be written gracefully, by following the standard format and it should be reviewed after writing. A coursework should be written on a pattern that has found friendly for the readers.

Features:

Its features include
• Organizational management
• Personnel administration
• Manpower management
• Industrial management

But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies.

HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

Organizational Management:

Organizational Management is fundamental to creating an environment that supports continuous improvement of individuals and their organizations to better provide for the communities they serve. Every organization needs a leader with a clear understanding of the issues facing their organization and is prepared to implement them while maintaining operational functions, developing employee skills, and managing human resources. This topic area includes human resources checklists, sample evaluations, and plans for efficient business operations

Personnel Management:

Achieving successful changes often depends on making the right personnel policy and procedural choices and ensuring their effective implementation. Human Resource Solutions will deliver practical policies and advice to deal with every-day personnel management issues. Human Resource Solutions can undertake specific projects or provide an on-going support service for one or two days per month, thereby providing a cost-effective way to obtain professional personnel advice and help.

Manpower Management:

Manpower Management basically all about the managing workers and provide then task when they need it. The focus of human resource manager is to increase the productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities.

Industrial Management:

Industrial Management applied to highly organize modern methods of carrying on industrial, especially manufacturing, operations. Human resource managers help to plan and manage a corporation’s production strategy. This means that they have to have a keen sense of business, along with a great understanding of economics and finance. Either those or a very accurate crystal ball

Academic Theory of Human Resource Management:

The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).
The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial, Legal/Paralegal Studies and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human

Resources Management.

One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:
• Strategic business partner
• Change management
• Employee champion
• Administration
However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive as strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.

Critical Academic Theory of Human Resource Management:

Postmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' poses the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as individuals). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it i.e. Fordism / Taylorism, McDonaldisation (Modernism).
Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognize the Human in Human Resource Management