1 / 8

UNIT 22- MANAGING HUMAN RESOURCES

UNIT 22- MANAGING HUMAN RESOURCES . PERSPECTIVES OF HRM . PERSPECTIVES OF HRM. Storey’s approach defines HRM as :

penha
Télécharger la présentation

UNIT 22- MANAGING HUMAN RESOURCES

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. UNIT 22- MANAGING HUMAN RESOURCES PERSPECTIVES OF HRM

  2. PERSPECTIVES OF HRM Storey’s approach defines HRM as : “ A distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques”.

  3. PERSPECTIVES OF HRM Storey defines four elements that distinguish HRM: • It is the human resource that really makes the difference and whose capabilities and commitment distinguishes successful organisations from the rest. • Because HRM is of strategic importance, it needs to have top management involvement and HRM policies should be integrated into the business strategy-stemming from it and even contributing to it.

  4. PERSPECTIVES OF HRM • Because of the long-term implications of HRM, it needs to be of intimate concern to line managers, because they operate as deliverers and drivers of HR policies- HRM is, therefore, too important to be left to personnel specialists. • The key levers of HRM ( selection, communication, training, reward, and development) should be used to gain employee commitment to the organisation and its goals and not just compliance with them.

  5. PERSPECTIVES OF HRM

  6. PERSPECTIVES OF HRM

  7. PERSPECTIVES OF HRM

  8. PERSPECTIVES OF HRM

More Related