THEORIES OF HUMAN RESOURCE MANAGEMENT

THEORIES OF HUMAN RESOURCE MANAGEMENT

 Best Answer:  Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).
1st Theory-
Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s that have been used in human resource management, organizational behavior, organizational communication and organizational development. They describe two contrasting models of workforce motivation.
Theory X and Theory Y have to do with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes.
2nd Theory-
Theory of Individual work Behaviour explains the nature of motivation in terms of the types of need that people experience (Maslow 1954)

So

HRM's Changing Focus

HRM's Changing Focus

HRM is the organizational function that deals with or provides leadership and advice for dealing with all issues related to the people in an organization. HRM, as such, deals with compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

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HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. The HRM function is now expected to add value to the strategic utilization of employees and to ensure that employee programs recommended and implemented impact the business in positive measurable ways.

Gone are the days when HR staff received direction from the executive team as to their priorities and needs. HR is now expected to sit at the executive table and recommend processes, approaches, and business solutions that improve the ability of the organization's people to effectively contribute.

The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate their value. Employees who work in HRM must demonstrate their value by keeping their employer and company safe from lawsuits and the resulting workplace chaos. They must perform a balancing act to serve all of an organization's stakeholders: customers, executives, owners, managers, employees, and stockholders.

It is difficult to underestimate the importance of an effective, modern HRM function within an organization. An employee who retired from HRM twenty years ago would not recognize the competence and capability of the best HRM organizations today. You can choose to move your HRM function out of the dark days and into the light. Organizations that do - are best serv

: What Is Human Resource Management?

: What Is Human Resource Management?

Answer:

Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization.

The HRM department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.

HRM functions are also performed by line managers who are directly responsible for the engagement, contribution, and productivity of their reporting staff members. In a fully integrated talent management system, the managers play a significant role in and take ownership responsibility for the recruitment process.

EDUCATIONAL TECHNOLOGIES OF PRINCIPLE:

EDUCATIONAL TECHNOLOGIES OF PRINCIPLE:

According to the British Journal of Educational Technology published by the National centre for Educational Technology, U.k. - No. 2, Vol. 2, May 1971.

"Educational technology basically means all the intellectual and operational efforts made during recent years to regroup, arrange and systematize the application of scientific methods to the organization of new sets of equipment and material so as to optimize learning process".

According to Technical Working Group for Educational Technology in Asia under APEID - 1995 defined educational technology as: "Educational technology is a separate field dealing with the theory of education with development and application of the educational resources which implies following principle:

1. Clarifies educational objectives.

2. Placing content of elements in a logical order.

3. Specifies the process of teaching learning

4. Acquires the knowledge through development of models of teaching.

5. Adjoining the teaching learning process with feedback.

6. Selection, evaluation and optimization of media.

Scope of Educational Technology:

Scope of Educational Technology:

Educational technology is a process- oriented technique. Educational technology is not limited to teaching and learning process and theories still teaching-learning process is influenced much more by educational technology. Theories have been shifted from learning to teaching only due to educational technology.

If the educational technology is limited to audio-visual aids, mechanical and electronic gadgets the scope of educational technology becomes limited, but educational technology is not limited to all these things rather, it pervades all over. Educational technology should go into:

1. At home.

2. Managed by external assistance.

3. Rigorous task analysis.

4. Specification of direct behaviour.

5. Determination of pre-requisites and the gradual direct behaviour.

6. Clear specification of the problem.

7. Hindrance in solving problems.

8. Management and organization of man, material, resources.

9. Availability of a few media as for example films, television, radio etc.

10. Developing software technology.

DEFINITION OF TECHNOLOGY

DEFINITION OF TECHNOLOGY

The application of scientific knowledge for practical purposes, especially in industry:advances in computer technology.Machinery and devices developed from scientific knowledge:

1. it will reduce the industry’s ability to spend money on new technology
2. the branch of knowledge dealing with engineering or applied sciences
3. There are scientists and technologists working in the financial services and venture capital industries.