Managerial policy in HM Essay Example | Topics and Well Written Essays - 2500 words

Managerial policy in HM - Essay Example Many people continue to refer to the discipline by its older, more traditional titles, such as, personnel management. The trend is changing. The new term nowadays used in industry circles is HRM. Its significance lies not so much in the observable practice of its functions but in the assumption that it permits practitioners to make. The assumption are that - (i) it is capable of contributing to, and drawing from, the highest levels of managerial policy; (ii) It is driven by both strategic and operation goals; (iii) It conceives of the organization as an environment in which managerial discretion is permitted freer ruin than in a more traditional employment relationship; (iv) employee attachment and engagement in the organization are seen and accepted as major managerial responsibilities which are not moderated by external bodies such as trade unions. What is more interesting is the fact that HRM activities are now expected to contribute to organizational effectiveness. Looking at the broader perspective of HRM policy within organization, HR practitioners and academicians are also of the opinion that by aligning HR policies and practices with business strategies, the field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson). HRM, its concepts definition, study and application have d... Secondly, the unity and diversity of these models serve as initial inputs in drafting tailor made HRM model for organizations. Thirdly, these models offer answers to quite a few dilemmas that practitioner encounter in their mission to pursuer an organizationally dove tailed and business aligned human resource function. The focus of HRM is on keeping the optimal quantity and quality of people needed to achieve the objective of the organization. HRM first emerge as a concept in the mid-1980 when American researchers produced two models. One of the model is called Harvard model developed by Beer et al. (1984), who defined HRM as that which maximizes organizational integration, employee commitment, flexibility and quality of work. They emphasized a need for coherence in HRM policies and role of the line managers. But it is the Harvard Model that has exerted considerable influence over the theory and practice of HRM. Harvard Model of HRM: The type of HRM policies and practices an organization prefers should be dependent upon its organizational vision, mission, strategy, Goals and objective. In quite a few cases, such HR practices shall also be devised and adopted in time with external environment of organizations. In other words, HR policies and practices are subject to influence by internal and external environment of organizations. Harvard model of HRM propounded by Michael Beer, Richard Walton, Quinn mills, P. Lawrence and Bert Spector highlighted this influence of environment on HRM is their book titled Managing human Assets published in 1984. This model also known as soft model of HRM / Harvard Map of HRM / multiple stakeholders model, argues that human resource policies are to be influenced by two significant considerations: (1) Situational factors: The