Human Resource Management: All about Human Resource Programs

Oct 31 10:36 2012 Sonu Parashar Print This Article

In Human Resource management circles today there is much talk about human resource programs and many sumptuous and costly books can be seen on the lodge of bookstores. But what precisely is Human Resource Development, what are the key features in it and how does differ from traditional organizational management?

Human resource management is a fairly new approach,Guest Posting which has come out of the discipline of organizational management. Much of the early treated the concept of strategy apparently, rather as an accurately operational matter, the outcomes of which waterfall throughout the organization. Human resource programs felt inconvenient in the war cabinet such as environment where strategies were formulated. Human resource management can be described as the linking with strategic goals in order to develop organizational culture and boost business performance that foster flexibility, innovation, and competitive advantage. In an organization HR Management means involving and accepting the HR function like a partner in the implementation and formulation of the organization's strategies through human resource activities such as hiring, training, recruiting, and rewarding personnel.

In the past few years there has been an increasing consciousness that human resource functions were as an island up to itself with common people centered functions far away from the difficult world of true business environment. In order to identify its own presence human resource attributes had to be seen as more confidentially connected with the organization strategy and regular running of the organization side of the business. Many writers in 1980s started struggling for a more business strategic approach to people management than the standard programs of traditional HR management. HR management concentrates on human resource programs or practices with long-term goals. Instead of concentrating on internal HR problems, the concentrate is on solving and addressing issues that affect employee management programs globally.

Forasmuch the primary objective of human resources is to boost people productivity by concentrating on business issues that fall outside of HR. The primary goals of a human resource manager are to justify key human resource functions where business strategies can be implemented to boost the overall people productivity and motivation. Communication between human resource and organization top management of is essential as without active assistance no mutual effort is possible.
The key features of Human resources management are:

* There’s a conspicuous linkage between human resource practices and policy and overall business strategic objectives and the organizational environment.
* There are some organizing strategy linking individual human resource interruptions so that they’re reciprocally supportive.
* Much of the amenability for the human resources management is devolved-down the line.

Human Resource Management professionals are continually faced with the problems of people participation, performance management, reward systems, high commitment work systems and human resource flow in the concern of globalization. Older human resource programs and solutions that worked in a local theme don’t work globally. Cross-cultural concerns play a vital role here. These are some of the big concerns that organization top management and human resource professionals involved in HR management are catching within the 21st century:

* Globalization of market interflow
* Intense technological change
* Increased competition through free market considerations
* New notion of general management
* Incessantly resultant corporate climates and changing ownership
* Cross cultural concerns

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About Article Author

Sonu Parashar
Sonu Parashar

Human resource programs reflect some of the main synchronous challenges faced by HR: Aligning human resource education with core organization strategy, and the labor market and demographic flows on employment, integrating soft talents in Human resource department and ultimately Knowledge Management.

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