Human Resources Management's (HRM) origins came from the USA in the 1950's and gained a wide recognition in the beginning of the 1980s. HRM evolved due to pressures in product markets in USA during the recession of 1980-82 and because of the need to create a work situation free of conflict in which both employees and employer worked towards the same goal. A few of the first companies to implement HRM in their management system were HP and IBM who consequently did not have trade unions practices implemented into their companies (Guest, 1989).
Storey (1995) describes HRM as "a distinctive approach to employment management which seeks to obtain competitive advantage through the strategic deployment of a highly committed and skilled workforce, using an array of cultural, structural and personal techniques". On the other hand, Torrington (1987) states that "The new HRM model is composed of policies that promote mutuality- mutual goals, mutual influence, mutual respect, mutual rewards, mutual responsibility.
The theory is that policies of mutuality will elicit commitment which in turn will yield both better economic performance and greater human development."
HR Department at Collin County Community College District:
"The CCCCD HR Office Mission is to provide quality programs and services to attract and retain excellent employees.
CCCCD HR Core Values are maintaining knowledge of current HR practices and laws and applying them consistently through Integrity and Discretion, Innovation, Professionalism, and Teamwork." - CCCCD HR Dept.
Since, the current Institution I am working for outsources most of its HR functions; I would like to discuss the roles and responsibilities of the HR department at Collin County Community College, where I worked as an Academic Advisor for five years.
Collin County Community College is a leading Community College in Dallas Metropolis with four campuses and more than eleven...