Personal Report of HRM
Xiaofeng Liu (Liaoning Group of June)
According to the specific request of the personal report, the five key points of Human Resource Management Practice within an organization include human resource planning, recruitment, training, motivation and involvement.
1. HUMAN RESOURCE PLANNING
Human resource planning is usually seen as an essential feature of the ideal-type model of human resource management, even if it does not always appear to be given high priority in practice. An ideal-type feature of human resource management is the assumption of a "developmental" approach to employees, which appears to imply some form of systematic management of the assessment and augmentation of their ability, in relation to business needs. Moreover, the other major feature or output of the human resource management model is the emphasis on commitment to the goals of the organization, in which techniques of reward and career development may play a significant part and for which human resource planning may be important.
An illustration of a strategic human resource management model which is integrated with business strategy formulation, and not merely derived from it, has been developed by Butler et al. (1991). They show that combining human resource planning with strategic planning enables the firm to cope with contingencies, such as mergers, international operations and corporate entrepreneurism-or others. They include provision for some of the unanticipated benefits that may also emerge from integration of the various planning processes, demonstrating the potential for a synergistic and dynamic approach to human resource planning.
In today's market, companies no longer compete just on price, product and packaging. The real competition is for talent. Heller (2002) states that effective planning will aid in achieving the right people in the right place at the right time.
A variety of "key HRM levers" have been employed...